What do you do if your team is resistant to continuous learning and improvement in problem-solving?

Identifying and understanding the root causes the resistance to continuous learning and improving problem solving is so important since every individual is having unique behaviour. Sometimes they are facing other challenges in life and they are not in a mentally stable position. And some may have any other priorities. It is normal when people are having their own priorities and problems. We have to understand their problems and both mental and spiritual health to address them. We have to analyze them by putting us in their shoes sometimes and we have to give them strength and hope to face the barriers and improve their skills to become better versions of themselves. So that they can explore and win the world and life at the same time!! ??

Identifying the root cause of any problem gives you a strong advantage in proferring or achieving solutions. Consequently, I will inquire to know what exactly is/are the reason(si for the resistance or hesitation to take steps in enssuring that continuous improvement is prioritized. For some team members, their reasons may range from lack of resources, inadequate information, to mediocrity or a feeling of low-ambitious satisfaction which ultimately puts people in one spot. Some others may be so used to a particular way things are done and may become afraid of trying new ideas or learning something new that may challenge their status quo. Whatever is the root cause it has to be properly segmented in order to deal with the issues.

This can be a frustrating situation, but there is hope. Here’s a strategic approach to address this issue: Understand the Resistance: Start by listening to your team’s concerns. Resistance often stems from fear of change or a lack of understanding of the benefits. Engage in open dialogue to unearth the root causes of the resistance. Communicate the Value: Clearly articulate the importance of continuous learning and its direct benefits to individual team members and the organization. Use concrete examples and relate the improvements to their daily work and career advancement. I typically use Design Thinking frameworks, which naturally involves learning together. " A team that learns together, grows together."

Generally speaking, the main way of resolving any upcoming or unforeseen problems would be by developing yourself further and trying to face challenges with confidence. However, if your team doesn't cooperate in the aspect of continuous learning, then firstly check why is this happening and talk about the importance of professionally developing with context to how it can lead to the fulfillment of their personal goals as well as organisational goals too. Consider being a friend rather than a superior.

It is crucial to identify the root causes of resistance to address the needs of the employees and find possible solutions. This process leads to better performance, improves their engagement, and builds a culture of continuous learning.

Identifying root causes: Understand why current practices hinder growth. Is it lack of motivation, unclear goals, or limited resources? Communicating benefits: Clearly explain how continuous learning benefits everyone - improved skills, better problem-solving, and increased success. Opportunities and resources: Provide access to learning materials, training programs, and dedicated time for exploration and skill development. Collaboration and feedback: Encourage teamwork, knowledge sharing, and constructive feedback for ongoing improvement. Leading by example: Demonstrate your own commitment to learning and actively seek solutions to challenges. Continuous improvement is a journey, not a destination.

Some times it's also possible that team members aren't fully informed or aren't aware of the benefits of a given task. This forms an opinion in their mind as to being compelled or carjolled into embarking on learning new things which might be challenging but largely nonessential . I will ensure that every member of my team is strategically communicated to or adequately motivated or made to know the valuable impact or benefits of any exercise for that matter. Moreso, I'd directly engage my team on the benefits of continuous improvement. This, I believe, will create a sense of value for the learning process and make my team wholly committed to the course. As it's often said, "When the purpose of a thing isn't known, abuse is inevitable".

We should convey to employees the benefits of continuous learning and how it empowers us to gain insights into the updated market and enhances our skills. This, in turn, helps us perform better in our roles, leading to better outcomes. Additionally, continuous learning advances our careers, providing a sense of fulfillment.

Sometimes, what a team needs is motivation. A team whose moral is deflected will struggle to focus or show enough commitment to most endeavors including even their core responsibilities. Now, some people often mistaken incentive and motivation to mean doling out money. Not necessarily. Incentive and motivation may be in diverse forms including commendation for good jobs, celebrating outstanding performance, promotion and so forth. Motivation creates validity and validity creates commitment to teams' goals and objectives. You must use fair and measurable incentive parameters, while ensuring it's not one off. Team members who are recognize for their contributions are likely to do more. Team members should be rewarded and awarded.

Providing incentives/recognition is important, but a balance between extrinsic motivation (bonuses and promotions) and intrinsic motivation (personal growth and satisfaction) is needed. While extrinsic rewards can significantly boost morale and provide tangible goals, intrinsic motivation drives deeper engagement and a genuine passion for problem-solving. Encouraging a team to appreciate the inherent value of mastering problem-solving skills—such as the intellectual challenge and the satisfaction of finding solutions—can lead to more sustainable and self-driven improvement. It can also enhance creativity and innovation, as team members motivated by internal factors are often more willing to take risks and think outside the box.

Recognizing employees for their efforts gives them confidence and increases their motivation, making them more committed to the company. Every quarter, we host a team lunch where we highlight achievements from team members to appreciate them, fostering a culture where they feel valued and encouraged.

Creating opportunities and resources for team members to aspire for growth is even more important, in my opinion. For example, people should be made to have access to funds in form of grants or loans or outright support system that aids team members who desire growth. Similarly, organisations would need to approve some kind of flexible time off work to allow the individual opportunity to concentrate in the learning. Unfortunately, some organisations may view resources invested in members of staff as a waste. Whereas a trained staff in turn delivers valuable solutions and make quality contributions that are efficient. Every resources spent or opportunities created is usually a plus to the team, as it comes back in multiple folds.

An example is how we're helping our operations team get better at solving problems. We give them opportunities that need creative ideas to make things work smoother. We organize meetings where they learn how to think carefully about problems and find the causes behind them. This helps them solve problems better. They work in a team, share their perspectives and brainstorm solutions.With all these ideas, our operations team is getting really good at solving problems, making our organization better everyday.

A lot of time, when team members make mistakes they are severely punished for it. Some teams even have what they refer to as punitive measures and they claim it deters poor performance or bad conducts. Well, I have a different opinion. A team that creates room for robust mechanism of feedbacks and collaboration and fundamentally build a culture of growth and learning from mistakes will do much more better than the former. A culture of collaboration creates confidence and openness. It makes people own up to mistakes with a view to learning better ways of improvement and avoiding such errors in the future. Feedback is also very crucial for growth. This is why any team with the growth mindset must encourage collaboration and feedback.

Using frameworks based on Design Thinking, especially in a workshop setting with a large group, can be an effective way of leading by example. I always motivate my teams to seek opportunities to teach and lead by example in every meeting they attend. Sometimes it can be as simple as creating a visual aid for the group that they can use to discuss and illustrate the objectives at hand in a regular meeting.

To tackle your team's reluctance towards continuous learning, lead by example. Share the benefits it’s brought you and explain its importance for both personal growth and team success. Foster a culture that values curiosity and sees mistakes as opportunities. Listen to their preferences to tailor learning opportunities and integrate them seamlessly into daily work. Recognizing progress and making improvement a natural part of your team's rhythm can transform resistance into enthusiasm, showing it’s not just beneficial but rewarding.

In my view, 1. Understand their concerns and motivations. 2. Demonstrate the benefits of continuous learning through tangible examples. 3. Create a supportive environment that encourages experimentation and rewards innovation.

1. Lead by example, demonstrating the benefits of continuous learning. 2. Communicate the importance of growth and development for team success. 3. Provide incentives or recognition for embracing learning opportunities. 4. Offer training sessions or workshops to build problem-solving skills. 5. Address concerns and barriers to learning, fostering a supportive environment.

I always remind my teams that they don't necessarily need to be the subject matter experts in the room. The client or the stakeholders know their own domain the best. My team's primary responsibility is to extract information from stakeholders, identify opportunities, and guide them towards informed decisions. This process helps educate larger teams on better processes and how to achieve success. However, most teams are resistant to change, so it's better if they learn without realizing it, through gradual implementation. A quote we hear a lot is "I feel like we get more done when your team is in the room with us." or "How do you know our business better than we do?"

Para mí, el aprendizaje continuo es imprescindible en un entorno donde todo “caduca “ rápido. Denota resiliencia, ganas de mejorar… me parece imprescindible que en un equipo de trabajo, se promueva y dé impulso a un buen plan de formación, e incluiría en el proceso de selección criterios que tengan en cuenta las softskills que requieren los valores de mi equipo.