Your team member is resistant to a new training program. How can you turn their opposition into opportunity?
When faced with resistance to new training, it's crucial to understand the root of your team member's hesitation. Here's how to leverage their skepticism:
- Engage in open dialogue to uncover concerns and foster mutual understanding.
- Highlight the personal and professional benefits of the training program.
- Involve them in the implementation process, which can increase buy-in and ownership.
How have you successfully navigated resistance to change in your team?
Your team member is resistant to a new training program. How can you turn their opposition into opportunity?
When faced with resistance to new training, it's crucial to understand the root of your team member's hesitation. Here's how to leverage their skepticism:
- Engage in open dialogue to uncover concerns and foster mutual understanding.
- Highlight the personal and professional benefits of the training program.
- Involve them in the implementation process, which can increase buy-in and ownership.
How have you successfully navigated resistance to change in your team?
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When facing resistance to new training, I start by understanding the root cause—whether it’s fear of change, skepticism, or workload concerns. I engage in open dialogue to address their hesitations and connect the training to their personal and professional growth. Involving them in the process fosters ownership, while highlighting small, practical benefits builds confidence. Encouraging peer support and success stories also helps shift perspectives. Resistance often stems from uncertainty, so by clarifying the "why" and showing real value, I turn opposition into engagement and growth.
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Convierte la resistencia en oportunidad mostrando el valor del programa. Escucha sus inquietudes y valida sus preocupaciones. Explica cómo la capacitación beneficiará su desarrollo y facilitará su trabajo. Relaciona el aprendizaje con sus objetivos y experiencia, destacando cómo puede fortalecer su liderazgo. Involúcralo activamente, pidiéndole que aporte ideas o apoye a otros en el proceso. Refuerza con casos de éxito y peque?os logros. La clave es cambiar la percepción de obligación a una inversión en su crecimiento.
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Acknowledge their concerns, highlight personal benefits, and involve them in shaping the program. Turning their resistance into an opportunity fosters engagement, making them feel valued and invested in the change.
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Uma estratégia que já usei algumas vezes e deu certo foi: 1. ouvir genuinamente o que a pessoa resistente tem a dizer. entender a perspectiva do outro faz toda a diferen?a. 2. colocar a pessoa mais resistente como embaixadora do assunto dentro da empresa. A partir da conversa franca e considerando os argumentos, empossar a pessoa para ser a representante desse assunto. Vire o jogo - literalmente - entregando poder ao invés de diminuindo a capacidade de escolha.
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Acknowledge their concerns and understand the reasons behind their resistance. Engage in a one-on-one discussion to highlight the program’s relevance to their role and career growth. Show real-world benefits and share success stories of similar programs that have positively impacted employees. Encourage their participation by involving them in shaping the training, allowing flexibility, or incorporating their feedback. If possible, connect them with peers who have benefited from it. By making them feel valued and involved, you can shift their mindset from reluctance to active engagement.