How would you approach coaching managers who are resistant to participating in employee training sessions?

Begin by having one-on-one conversations with the resistant managers to understand their concerns. Are they worried about time commitments, the relevance of the training, or past experiences? Listening to their perspectives without judgment is crucial. For example, In one instance, I scheduled a private meeting with a senior manager who was avoiding training sessions. Through our conversation, I discovered his main concern was the time commitment, fearing it would detract from urgent projects. By understanding his perspective, I was able to address his specific concerns more effectively.

Para treinar gerentes que apresentam resistência, é fundamental primeiro identificar as causas dessa relutancia. Incentivar a uma conversa aberta pode revelar as suas preocupa??es e hesita??es em rela??o ao treinamento. A resistência muitas vezes surge do medo em rela??o ao desconhecido ou da sensa??o de sobrecarga com as tarefas diárias. Demonstrando empatia pela sua situa??o, é possível abordar as suas quest?es específicas e mostrar como o treinamento pode beneficiar tanto os seus objetivos pessoais quanto os da organiza??o. Essa abordagem personalizada pode ser eficaz para superar barreiras e fortalecer a confian?a.

Schedule one-on-one meetings to understand their concerns. Ask open-ended questions to uncover the reasons behind their resistance. Determine if the resistance is due to time constraints, perceived irrelevance, past negative experiences, or other factors.

Schedule a one-on-one meeting to discuss their concerns and reasons for resistance. Listen attentively without interrupting to understand their perspective fully.

Start by engaging them in a dialogue to uncover specific reasons for their resistance, whether related to time constraints, perceived relevance, or past experiences. Highlight the strategic importance of their role in fostering a learning culture and aligning training objectives with organizational goals. Offer personalized coaching sessions to address their individual development needs and demonstrate the value of ongoing learning in enhancing leadership effectiveness and team performance. Leverage insights from the LinkedIn community and industry best practices to showcase successful coaching strategies and foster a collaborative approach towards embracing training opportunities.

Explain the benefits of the training sessions, not just for their teams, but for themselves as well. Emphasize how these sessions can enhance their leadership skills, improve team performance, and ultimately contribute to the overall success of the organization. For Instance, During a team meeting, I presented data showing that teams led by managers who participated in training had higher productivity and morale. One manager, initially skeptical, decided to give the training a try after seeing how it could tangibly benefit his team's performance.

Após identificar as raz?es para a resistência dos gerentes, é importante adaptar as solu??es de treinamento para melhor atender às suas necessidades. Isso pode significar ajustar o formato, a dura??o ou o conteúdo das sess?es para se adequar às suas preferências e horários. Se a falta de tempo for uma preocupa??o, ofere?a módulos de treinamento mais curtos e específicos ou incorpore a aprendizagem nas reuni?es regulares da equipa. Demonstre como essas solu??es personalizadas podem melhorar o desempenho dos gerentes sem exigir um grande investimento de tempo.

Explain how the training aligns with organizational goals and how it can benefit them personally and professionally. Provide examples of other managers who have benefited from similar training.

Create a senior level leadership program especially for them; or, sell it to them as an opportunity to share their experience / expertise with less experienced colleagues versus just being a student.

Um aspecto essencial do coaching é comunicar claramente os benefícios do treinamento. Mostre como o desenvolvimento de habilidades pode melhorar o desempenho da equipa, levar a decis?es mais acertadas e, eventualmente, impulsionar a carreira dos próprios gerentes. Utilize histórias de sucesso e exemplos concretos de como o treinamento beneficiou outros gestores e as suas equipas. Quando os gerentes percebem os benefícios reais e tangíveis, eles têm a tendência de se mostrar mais receptivos à ideia de participar no treinamento.

Offer tailored solutions to address specific concerns, such as flexible scheduling or relevant content. Reassure them about the quality and relevance of the training. If past experiences were negative, explain how the new training will be different.

Share success stories from leadership who have benefited from the training. Peer testimonials can be powerful motivators, demonstrating real-world benefits and positive outcomes. For instance, I arranged for a manager who had successfully completed the training to share her experience and the positive changes in her team during a management meeting. Her story resonated with others, leading to a notable increase in training sign-ups.

A participa??o da alta lideran?a pode ser um grande incentivo para os gestores. Quando executivos seniores se envolvem ativamente no treinamento e destacam a sua importancia, isso demonstra o compromisso da empresa com o desenvolvimento profissional. Encoraje os líderes a compartilharem as suas próprias experiências de aprendizagem e a conhecer os gerentes que participam nos treinamentos. Esse apoio vindo do topo pode transformar percep??es e motivar os gerentes mais relutantes a empenhar-se no processo.

Engage resistant managers in the planning process of the training. This involvement can increase their commitment. Ask for their input on what topics they find valuable, and incorporate their suggestions into the training program.

Emphasize the importance of leadership in fostering a learning culture within the team. Encourage them to lead by example and demonstrate a commitment to continuous learning.

Ensure that managers have the necessary support and resources to participate in the training sessions. This could include time management strategies, coverage for their responsibilities, or additional coaching. For example, To support managers during training periods, I arranged for temporary coverage of their duties and provided resources such as time management workshops. This extra support alleviated their concerns about workload and allowed them to focus on the training.

Manter o ímpeto após o treinamento inicial é crucial para o sucesso contínuo. Para isso, é vital oferecer suporte constante aos gerentes. Disponibilize recursos como coaching de acompanhamento, programas de mentoria entre colegas ou fóruns online, onde possam fazer perguntas e trocar experiências. Assegure-se de que os gerentes estejam cientes de que contam com uma rede de apoio pronta para auxiliá-los na aplica??o dos conhecimentos adquiridos e na supera??o de desafios que possam surgir. Esse sentimento de apoio n?o só reduz a ansiedade em rela??o ao treinamento, como também promove um engajamento duradouro.

Have senior leaders endorse and participate in the training sessions to set a positive example. Participate in the training yourself to demonstrate its importance and value.

After the training sessions, follow up with the managers to gather their feedback and provide ongoing support. Recognize their efforts and celebrate the progress made, reinforcing the positive impact of their participation. After each training session, I conducted follow-up meetings with the managers to gather feedback and discuss any challenges they faced in applying what they learned. Their input led to continuous improvements in our training programs, and they appreciated the ongoing support.

Monitorar o progresso e celebrar as conquistas s?o passos essenciais para refor?ar o impacto do treinamento. Defina metas claras para os gerentes e ofere?a feedback contínuo sobre o seu desenvolvimento. Reconhecer os esfor?os e sucessos na aplica??o de novas habilidades n?o só eleva a confian?a deles, mas também mostra o comprometimento da organiza??o em valorizar e recompensar o crescimento. Esse tipo de refor?o positivo pode converter qualquer resistência inicial em uma participa??o entusiástica.

This is where companies need to be innovative in monitoring their learning progress and create a reward system. It does not need to be in a monetary format. Introduce gamification in the company's training management system, incorporate them into the company's CSR or Employee Engagement activities. Introduce badging system to tie up with their rewards system e.g. if employee complete a series of program, reward them with an incentive or Employee of the Month recognition, etc.

Link participation in training to performance reviews or professional development goals. Provide incentives for attending and completing the training, such as recognition or professional development credits.

Engage with their managers to ensure participation, encourage recognition for those who attend and when all else fails, people will come for the free food and coffee ??