What are some effective strategies to handle resistance or objections in training?

Effective strategies include active listening to understand objections, addressing concerns with empathy and logic, providing real-life examples, encouraging participation to foster engagement, and highlighting the benefits of the training to motivate learners and mitigate resistance.

Each objection during training sessions is an opportunity to start a dialogue with the participants. But you need to know the context first - does the objection come from personal experience, from something heard or read, or just because of a common understanding or bias. Ask follow-up questions and show that you want to hear the resisting participant's opinion. This may convince them that being active in the training is worth it.

My career has taught me that resistance is an opportunity for growth. Instead of taking pushback personally, I now aim for collaboration. Here's my approach: Acknowledge and Validate: Let the person know you hear their concerns. Use phrases like "I appreciate your feedback" or "That's a valid point." Seek Understanding: Ask questions: "Can you elaborate on your concerns?" or "What would a better approach look like?" Explore Alternatives: If suitable, ask: "What solutions do you suggest?" Addressing resistance uncovers misunderstandings, fosters dialogue, and builds trust, but sometimes, resistance has external causes or stems from unwillingness to engage. In these cases, I may refocus on training goals or address the situation separately.

Effective strategies for addressing resistance in healthcare education: - Empathetic listening: Understand concerns to build trust. - Active engagement: Encourage participation for value. - Practicality: Show real-life application for relevance. - Positive reinforcement: Acknowledge progress for motivation. - Flexibility: Adapt based on needs to promote acceptance. - Evidence-based arguments: Use data to support importance. Surprising insight for me - peer learning: Incorporating experienced professionals as co-trainers can enhance acceptance and learning.

One thing I've found helpful is to ask participants to share their current best practices. Engaging them to share what is currently working for them also allows me to ask if this has been their approach since day one. Often times the answer is no, and this creates a space to discuss the importance of trying new approaches.

Based on my experience delivering mental resilience trainings to corporates, effective strategies for handling resistance or objections involve reframing and redirecting. When participants express skepticism or pushback, I often reframe the discussion by emphasizing the practical benefits and real-world applications of the resilience techniques being taught. Additionally, I redirect their focus by highlighting how developing mental resilience aligns with their personal and professional goals, demonstrating its relevance to their daily challenges. By employing these strategies, I've found that participants become more engaged and receptive, leading to more productive training sessions.

We've heard the phrase "seeing is believing, " which perfectly applies when training. The best breakthroughs, often happen when participants engage in the exercise of applying what they are learning. This allows them to experience the benefits, encounter challenges that they can have addressed in real-time and creates an opportunity for them to buy into the practice, not just the theoretical concepts. Exercises are a great way to support evidence while also addressing objections.

Practical examples are always important in training . especially among adult learner..training should be practical, relatable and allows room for trainees to share their opinions and insights without feeling restricted..at this phase engagement is very necessary and must be highly implemented in training

From my experience, using role plays and simulations in corporate training sessions significantly boosts engagement. Participants often share that these activities make the content more relatable and enjoyable, which reduces resistance and fosters a cooperative learning atmosphere.

In my corporate training programs, I found that post-session coaching and mentorship drastically improved outcomes. Participants appreciated having a go-to person for questions and feedback, which helped solidify their understanding and application of new concepts in their daily tasks

Often some people don't want to be part of the said training and they may be the first to express resistance, even refusing to participate in practice sessions. You can try and identify such participants during the initial module where participants get to know each other. If you do, maintain visual contact during the training, if you succeed in making those people an active part of the group, they may even become the best ambassadors of the programme.

Could you identify 'influencers' in the group, department or organization? These are the people who have an implicit influence on their peers, regardless of their title, and whom their peers look to for direction. Getting their buy-in often makes it easier for the rest of the group to follow and allows you to have an ally that participants see as "one of their own" when introducing potentially controversial practices.