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Last updated on 2024年9月1日

Your team is divided on interactive training software tools. How will you resolve the conflict?

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When it comes to Training and Development in Human Resources (HR), adopting new tools can lead to a divide within your team. You might find yourself in a situation where half of your team is excited about the potential of interactive training software tools, while the other half is skeptical or resistant to change. Resolving this conflict is crucial for maintaining team unity and ensuring the successful implementation of these tools.

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Sim Ling KU

Top Career Development Voice ?? Instagram 125K | TikTok 173K #AuntyHR #BebelBimbo
POH CHIN LIM

Certified Coach, Accredited HRDC Trainer, Certified Facilitator, Alumni of UOB, Aspiring Author

1 Understanding Views

The first step in resolving any conflict is to understand the different perspectives involved. Listen to your team members who are hesitant about interactive training software tools . They might have concerns about the learning curve , the effectiveness of the tools , or even the cost implications . Simultaneously, acknowledge the enthusiasm of proponents who see the innovative potential of these tools for enhancing training programs. By validating each side's viewpoint, you create an environment where everyone feels heard and respected.

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Romina Rinaldi

Job Coaching | Experta en Atracción de Talento
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Recolecta y documenta las opiniones y perspectivas de todos los miembros de tu equipo organizando reuniones donde cada miembro puede exponer sus puntos de vista y argumentos a factor de las diferentes herramientas.

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Madani Aliouche

Formateur La?cité, Valeurs de la République et citoyenneté
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Conduire l'impulsion d'une direction d'entreprise conscience des enjeux de l'évolution technologie est la plus-value indispensable contributive à la performance de son modèle économique. L'effort consenti aux changements sera d'autant plus nécessaire dans le renforcement des compétences par l'apprentissage des outils numériques pour consolider la ma?trise des compétences manageriales. Conduire une politique de rupture des pratiques de gouvernance engage une réflexion verticale et transversale de l'organisation en insulflant une dynamique de groupe et de responsabilité partagée. Une rationalisation de l'anticipation de la décision mobilise moyens financiers et humains, facteurs de cohérence et d''efficacité.

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2 Common Ground

Finding common ground is essential to move forward. Highlight the mutual benefits of interactive training software, such as improved engagement and knowledge retention , which are goals everyone can agree on. Use these shared objectives as a foundation to build upon. Encourage your team to focus on the collective success of the training program and the overall benefit to the organization, rather than individual preferences.

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Madani Aliouche

Formateur La?cité, Valeurs de la République et citoyenneté
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En effet, il s'agit de créer les conditions de motivation qui fédèrent une équipe notamment par la reconnaissance de principes et de valeurs communes partagés. Ainsi, s'établit la cohésion des éléments du groupe pour animer le travail d'intelligence collective et fournir la légitimité de la compétence et de la responsabilité partagée du succès.

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3 Exploring Options

With an understanding of each other's positions and a focus on common goals, explore the options available . Look into different interactive training software tools that could meet the varied needs of your team. Consider a trial period for these tools to provide a hands-on experience for the skeptics and an opportunity for the advocates to demonstrate their effectiveness. This approach allows your team to make informed decisions based on actual usage rather than assumptions or resistance to change.

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Romina Rinaldi

Job Coaching | Experta en Atracción de Talento
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Es fundamental investigar y presentar una variedad de opciones y alternativas realizando evaluaciones comparativas de las diferentes herramientas de software destacando sus ventajas y desventajas.

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4 Facilitated Discussion

Organize a facilitated discussion where all team members can voice their concerns and suggestions regarding the interactive training tools. This should be a structured conversation with a neutral facilitator guiding the dialogue to ensure it remains constructive. Encourage your team to discuss potential challenges and work together to develop strategies to overcome them. This collaborative approach can foster a sense of ownership and buy-in from all team members.

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Sim Ling KU

Top Career Development Voice ?? Instagram 125K | TikTok 173K #AuntyHR #BebelBimbo
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It's an interesting situation. Sometimes, I would just do nothing. It's okay to let the team work through conflicts independently, as it promotes problem-solving and autonomy. Besides, it's also a good time for us leaders to evaluate their maturity. However, if disagreement escalates to a World War Z level, it's essential to step in and mediate. In that case, we'd follow standard conflict resolution techniques, such as facilitating open discussions, ensuring everyone is heard, and finding a compromise that aligns with the team's overall goals. Balancing autonomy with timely intervention ensures that conflicts are resolved effectively without constant coddling. ??

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POH CHIN LIM

Certified Coach, Accredited HRDC Trainer, Certified Facilitator, Alumni of UOB, Aspiring Author
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The current work force has a large percentage of Gen Y and Z. They prefer online interactive. But not all training courses will more effective that way. Let the team do its own analysis. When they present the arguments, then I will ask pointed questions on areas not addressed. All said, there is room for f2f and online interactive courses to co-exist.

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Romina Rinaldi

Job Coaching | Experta en Atracción de Talento
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Desde mi experiencia la facilitiación neutral puede marcar una gran diferencia, ya que en una reunión conflictiva es clave tener el rol de facilitador asegurando que todos los miembros del equipo tuvieran la oportunidad de expresarse y que la discusión se mantuviera constructiva.

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5 Decision Framework

Establish a decision-making framework that includes criteria such as cost, ease of use, compatibility with existing systems , and potential return on investment. This framework should be agreed upon by all team members to ensure that the final decision on whether to implement interactive training software tools is made democratically and transparently. This process can help mitigate feelings of exclusion or bias and reinforce the team's commitment to a shared goal.

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6 Pilot Program

Implementing a pilot program can be an effective way to test the waters with interactive training software tools. Select a small group from your team to use the tools in a controlled environment and provide feedback. This can help address concerns by providing tangible results and can also highlight any unforeseen issues that need to be addressed before a full rollout. A successful pilot can be a powerful argument for wider adoption of the tools.

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Your team is divided on interactive training software tools. How will you resolve the conflict?

1

2

3

4

5

6

1 Understanding Views

2 Common Ground

3 Exploring Options

4 Facilitated Discussion

5 Decision Framework

6 Pilot Program

Training & Development

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Your team is divided on interactive training software tools. How will you resolve the conflict?

1

2

3

4

5

6

1 Understanding Views

2 Common Ground

3 Exploring Options

4 Facilitated Discussion

5 Decision Framework

6 Pilot Program

Training & Development

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