You're facing resistance to outdated training practices. How do you handle feedback from younger employees?

It’s crucial to listen and adapt. When employees offer feedback, its as an opportunity for growth. Create an open dialogue where their insights are valued, and reflect on how our methods can evolve. Instead of being defensive, Encourage collaboration, incorporating their ideas to modernize the approach. By staying flexible and embracing innovation, we create a training environment that’s not only relevant but also empowers the next generation to thrive.

- Listen Actively: Acknowledge their feedback without being defensive, showing that you value their input. - Encourage Open Dialogue: Create a space for discussing innovative ideas and alternative approaches to training. - Blend Old and New: Integrate modern methods, such as digital tools or gamification, while maintaining key elements of traditional practices. - Pilot New Approaches: Test new strategies in smaller groups and gather feedback. - Adapt and Evolve: Use feedback to continuously improve training programs.

Today no matter how old the trainer is, being relevant is the key thing for a facilitator. Today participants have good exposure & their expectations are also very different. As a trainer, if i fail to cater to it, my experience, exposure & knowledge will not be justified at all. Today trainers should be like a smart device. Continuous Upskilling & updating is very important. The module should cater to all levels of people. The trainer should also be capable of making last minute additions or alterations. If we can do it, we are safe.

- Involve younger employees in revising training materials or approaches. This fosters ownership and relevance. - Keep effective traditional methods but complement them with modern, tech-driven tools and approaches that resonate with the newer workforce. -Test out suggested updates in smaller settings before rolling them out fully, allowing you to evaluate effectiveness.

Whether your colleague is young or old, you can still squeeze out useful information from them! 1) Ask them what they see as not working and why: Are your practices too long? Not clear? Using old-fashioned tools? 2) Specify if your audience has the same issues. 3) If yes, try to address the problems accordingly—make practices shorter, describe them better, or update the tools to newer options. Tip: It is very likely your critical colleague has some alternatives in mind. So, ask them and other colleagues what they use instead. ! If you know it is hard for you to listen to criticism without feeling bad, I strongly recommend 'Mood Therapy' by David Burns, or Carol Dweck's 'Mindset.' They were my breakthrough for new perspectives and tactics.