Engaging a reluctant team in learning can be a transformative journey. Start by fostering an environment where concerns are openly discussed, allowing individuals to feel heard and valued. This dialogue can unveil deeper issues that may not be immediately apparent, paving the way for tailored solutions that resonate with their unique learning styles. Highlighting the tangible benefits of training, such as skill enhancement and career progression, can motivate even the most resistant members. Framing a new software training as a tool for streamlining their workload can shift perspectives. Challenges may arise, but addressing them with empathy and respect can turn resistance into enthusiasm.

To overcome resistance to training initiatives, team members must first see the tangible benefits of the program. A great approach is to have colleagues who’ve completed similar training share their success stories. When team members hear how it has helped others in advancing their careers or improving task performance, they’re more likely to recognize the value. Additionally, a powerful strategy is to assign real projects where the newly acquired skills can be applied immediately. This helps reinforce learning and demonstrates the practical value of the training right away.

Resistance happens for a reason. You need to understand the reason(s) first before taking any action. Create psychological safety for them to express their feelings first (post-it barriers wall is a great activity for this) and then ask them how we remove or work around these barriers

Reality is many are resistant more so to change than anything else, emphasize on the benefits of the change that they will enjoy after the struggle, ensure to have several enforcers and push for the change to become part of routine.