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How can you coach adult learners who are resistant to change?

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Coaching adult learners can be a rewarding and challenging experience, especially when they are resistant to change. Whether they are reluctant to learn new skills, adopt new behaviors, or accept feedback, you may encounter some barriers and frustrations as a coach. However, there are some strategies that can help you overcome these obstacles and create a positive and productive learning environment. In this article, you will learn how to coach adult learners who are resistant to change by following these six steps:

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Sapna Bhatia

English Trainer Helping Individuals To Speak Fluently & Fearlessly For Professional Growth!
Frank Cappadocia

Dean, Continuous Professional Learning (Humber Polytechnic)
Lee Pigeau

Community Builder, Fundraiser, and Non-profit Executive

1 Understand their motivation

The first step to coaching adult learners who are resistant to change is to understand their motivation. What are their goals, needs, values, and expectations? How do they perceive the benefits and costs of changing? What are their fears and concerns? By asking open-ended questions, listening actively, and empathizing with their perspective, you can gain insight into their motivation and identify potential sources of resistance. This will help you tailor your coaching approach and address their specific needs and concerns.

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Sapna Bhatia

English Trainer Helping Individuals To Speak Fluently & Fearlessly For Professional Growth!
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When coaching adults who resist change, it's important to understand what drives them. Ask open questions to learn about their goals, needs, and fears. Actively listen to their worries and values. By doing this, you connect better with them. Figuring out their reasons for resisting change helps tailor coaching to suit them. This way, you address their worries and needs, making it easier for them to embrace change at their own pace.

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2 Establish trust and rapport

The second step to coaching adult learners who are resistant to change is to establish trust and rapport. Trust is the foundation of any effective coaching relationship, and it is especially important when dealing with resistance. You can build trust and rapport by showing respect, sincerity, honesty, and competence. You can also use positive reinforcement, recognition, and feedback to acknowledge their strengths, achievements, and efforts. By creating a safe and supportive atmosphere, you can reduce their defensiveness and increase their openness to change.

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Frank Cappadocia

Dean, Continuous Professional Learning (Humber Polytechnic)
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Share your lived experiences. Nothing will draw adult learners into your knowledge pool faster than telling an excellent story! Participation and engagement tied to actionable outcomes weaved within a 'once upon a time' beginning is the key. On actionable outcomes, this means cutting from one's experiences into the 'lessons' that others can take and use immediately and in a multi-faceted way.

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Lee Pigeau

Community Builder, Fundraiser, and Non-profit Executive
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Respect for other's perspectives, experiences, and diverse wisdom is the best way to work with those who are comfortable in their own space. This is a big challenge for new leaders, especially if you were brought in to change a situation by a board or other "higher up." Earning someone's trust goes a long way to helping those who don't want to change to at least consider your perspective. Acknowledging past successes as the groundwork for current and future accomplishments can also be helpful.

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3 Explain the rationale and benefits

The third step to coaching adult learners who are resistant to change is to explain the rationale and benefits of the change. Adult learners are more likely to embrace change if they understand the purpose, relevance, and value of it. You can explain the rationale and benefits by linking the change to their goals, needs, and interests. You can also use evidence, examples, and testimonials to demonstrate the positive outcomes and advantages of the change. By clarifying the rationale and benefits, you can increase their awareness and interest in the change.

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4 Involve them in the process

The fourth step to coaching adult learners who are resistant to change is to involve them in the process. Adult learners are more likely to accept change if they have a sense of control, autonomy, and ownership over it. You can involve them in the process by asking for their input, opinions, and suggestions. You can also encourage them to set their own goals, action plans, and criteria for success. By involving them in the process, you can increase their commitment and accountability for the change.

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5 Provide support and guidance

The fifth step to coaching adult learners who are resistant to change is to provide support and guidance. Adult learners may face some challenges and difficulties as they implement the change, and they may need your help and encouragement along the way. You can provide support and guidance by offering resources, tools, and tips. You can also monitor their progress, give constructive feedback, and celebrate their achievements. By providing support and guidance, you can increase their confidence and competence in the change.

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Vivekananth Padmanabhan

Academic & Thought Leader | Empowering Success through Soft Skills Training, Career Counseling, and Productivity Coaching | Educator in Teacher Development, Learning Skills, & Content Writing | Life & Fitness Coach
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While resistance to change is common, viewing adult learners as "resistant" frames the issue negatively. Rather than labeling people, focus on understanding their concerns and values. Change often involves loss, so empathize with their situation. Collaboratively explore how the change could benefit learners and appeal to their goals. Meet them where they are, but don't enable resistance. With patience and care, they can discover the potential of change for themselves.

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6 Handle objections and resistance

The sixth step to coaching adult learners who are resistant to change is to handle objections and resistance. Despite your best efforts, you may still encounter some resistance and opposition from your adult learners. You can handle objections and resistance by listening to their concerns, acknowledging their feelings, and addressing their issues. You can also use questions, reframing, and feedback to challenge their assumptions, beliefs, and behaviors. By handling objections and resistance, you can increase their willingness and readiness to change.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you coach adult learners who are resistant to change?

1

2

3

4

5

6

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1 Understand their motivation

2 Establish trust and rapport

3 Explain the rationale and benefits

4 Involve them in the process

5 Provide support and guidance

6 Handle objections and resistance

7 Here’s what else to consider

Teaching

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How can you coach adult learners who are resistant to change?

1

2

3

4

5

6

7

1 Understand their motivation

2 Establish trust and rapport

3 Explain the rationale and benefits

4 Involve them in the process

5 Provide support and guidance

6 Handle objections and resistance

7 Here’s what else to consider

Teaching

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