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How do you handle resistance to your leadership training?

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Leadership training can be a powerful way to develop your skills, enhance your performance, and inspire your team. But not everyone is eager to learn new concepts, change their habits, or accept feedback. Resistance to leadership training can come from various sources, such as fear of failure, lack of trust, or conflicting priorities. How do you handle resistance to your leadership training and turn it into an opportunity for growth? Here are some tips to help you overcome the common challenges and achieve your learning goals.

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1 Identify the root cause

Before you try to address the resistance, you need to understand where it is coming from and what it is about. Is it a personal issue, such as low self-confidence, lack of motivation, or preference for the status quo? Is it a relational issue, such as distrust of the trainer, the manager, or the peers? Or is it a situational issue, such as competing demands, insufficient resources, or unclear expectations? By identifying the root cause of the resistance, you can tailor your approach and offer the appropriate support, guidance, or incentives.

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2 Communicate the benefits

One of the most effective ways to overcome resistance to leadership training is to communicate the benefits of the learning process and the outcomes. How will the training help the individual improve their skills, advance their career, or solve their problems? How will the training benefit the team, the organization, or the customers? How will the training align with the vision, values, and goals of the leader and the company? By highlighting the positive aspects of the training, you can increase the interest, engagement, and commitment of the learners.

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Samir Al-Wahid

Learning Professional | Training & Development Expert | People-Centred and Human-Focused
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People always respond better to training when they understand the benefit to themselves as much as the benefit to the wider business. What's the benefit, and how do they get there?

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3 Create a safe and supportive environment

Another key factor to reduce resistance to leadership training is to create a safe and supportive environment where learners can express their concerns, ask questions, and share feedback. You can do this by establishing trust and rapport with the learners, acknowledging their emotions and perspectives, and validating their strengths and achievements. You can also encourage a culture of learning by fostering collaboration, curiosity, and experimentation among the learners. By creating a safe and supportive environment, you can help the learners overcome their fears, doubts, and barriers.

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4 Address the challenges and obstacles

Sometimes, resistance to leadership training is not only a matter of attitude, but also a matter of practicality. There may be some challenges and obstacles that prevent the learners from participating, applying, or sustaining their learning. For example, they may face time constraints, technical issues, or conflicting feedback. In these cases, you need to address the challenges and obstacles by providing flexible options, troubleshooting solutions, or consistent guidance. You can also solicit feedback from the learners and monitor their progress to identify and resolve any issues that may arise.

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Jen Laidlaw

I Help Small Businesses Create Positive Culture through Talent Development | Owner of TeamWerks, LLC | Training | Coaching | Speaker |
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It's not uncommon to see resistance in the middle of learning a new concept or leadership strategy. A good facilitator is able to address direct objections ("That will never work here!") and more subtle objections (the eye-roll in the back of the room). Start with something like, "It seems like you don't agree- tell me more." Listen to what each person has to say and be open to learning from them. As a trainer, you might NOT be aware of all obstacles to changing a behavior on the front lines. Objections allow you to learn more about the learners experience, have an honest and practical conversation, and increase the chances your learners will apply the learning once they leave the room. Objections in the training room are a gift!

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5 Recognize and reward the efforts and results

Finally, one of the best ways to handle resistance to leadership training is to recognize and reward the efforts and results of the learners. By acknowledging their participation, contribution, and improvement, you can reinforce their motivation, confidence, and satisfaction. You can also celebrate their achievements, milestones, and successes by providing positive feedback, recognition, or rewards. By recognizing and rewarding the efforts and results, you can create a positive feedback loop that encourages the learners to continue their learning journey.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Jen Laidlaw

I Help Small Businesses Create Positive Culture through Talent Development | Owner of TeamWerks, LLC | Training | Coaching | Speaker |
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It's important to consider the scheduling, timing, and buy-in of leadership development. While most candidates for leadership training are always busy, finding the best days, times, and even season greatly increases the chances they'll show up and be engaged. Work with the participants ahead of time to set expectations about the time commitment and attendance. Allow them to opt out of the entire series (but not one a session) if the timing isn't right. If your leadership development is truly providing exceptional value, graduates of the program will share and practice what they leaned and become raving fans of the learning opportunity. You may find that folks who've previously opted out come looking for another opportunity to attend.

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How do you handle resistance to your leadership training?

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1 Identify the root cause

2 Communicate the benefits

3 Create a safe and supportive environment

4 Address the challenges and obstacles

5 Recognize and reward the efforts and results

6 Here’s what else to consider

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