You're facing pushback from team members on a new training approach. How can you get them on board?

Clearly articulate the reasons behind the new training approach, emphasizing the benefits for the team and the organization. Listen to their concerns and provide honest, transparent answers. Acknowledge any valid points they raise.

Communicate the "Why" Clearly explain the rationale and benefits of the new training approach. Help your team see how it aligns with the organization's goals and how it can ultimately make their jobs easier or more effective. Paint a compelling vision for how the new approach will improve outcomes.

O novo pode gerar um certo temor ao desconhecido, resultando em resistência a aceitação da equipe. Por isso, é fundamental sempre que for aplicar algo novo ou uma nova abordagem, os porquês dessa nova fase sejam esclarecidos. Conte ao seu time quais são os objetivos esperados dessa ação e como a colaboração é fundamental para o sucesso do projeto. Também é importante dar espaço e escutar seu time, assim entender quais podem ser as preocupações de cada um. Criando um espaço aberto ao dialogo e uma cultura de confiança entre os membros.

To get team members on board with a new training approach, consider these strategies: Communicate Benefits: Clearly explain how the new training will improve their skills and contribute to personal and team success. Involve Them Early: Engage team members in the decision-making process, seeking their input and addressing concerns. Showcase Success Stories: Share examples of positive outcomes from other teams or companies using the same approach. Provide Support: Offer continuous support and resources to help them adapt to the new method. Start Small: Implement the new approach in stages, allowing time for adjustment and feedback.

Begin by transparently communicating the rationale behind the new approach, emphasizing its alignment with organizational objectives and the potential benefits for professional development. Listen actively to their concerns and viewpoints, demonstrating empathy and addressing any misconceptions effectively. Provide opportunities for involvement and collaboration in shaping aspects of the training approach, fostering a sense of ownership and engagement. Offer clear examples and success stories from similar initiatives to build confidence and illustrate positive outcomes. Finally, ensure ongoing communication and support throughout the implementation process to maintain momentum and encourage adoption of the new training approach.

Involve team members in the development or customization of the training approach. Their input can help make the training more relevant and acceptable. Consider running a pilot program with a few team members and gather their feedback to improve the training.

Esclarecer aos colaboradores os benefícios de um treinamento vai fazer com que eles sejam mais receptivos com o processo. E fazer com que o treinamento não interfira na rotina e seja realmente proveitoso pela equipe, dá credibilidade para a liderança.

Clearly articulate the purpose of the new training approach and how it aligns with the team’s goals and the organization’s objectives. Explain how the training will benefit them personally and professionally, addressing any potential misconceptions or fears.

Tie it to Individual Goals: Explain how the new training will help each team member develop skills and capabilities that will benefit them personally. Perhaps it will make their day-to-day work more efficient, open up new career opportunities, or allow them to take on more challenging and rewarding projects.

Líder, tenha interesse em conhecer quais são as pessoas do seu time. Dentro e fora do trabalho, busque conhecer suas expectativas, ambições, motivações, mas claro, dentro do limite. Essa ação é importante para criar vínculo com sua equipe. Seu time precisa saber que ocupa uma posição importante e única, assim se sentirão pertencentes. Permita-os participar dos desafiados e oportunidades, sendo coadjuvantes na construção das soluções.

Emphasize how the new training approach can help them develop new skills, advance their careers, and perform their roles more effectively. Share success stories and case studies where similar training approaches have led to positive outcomes.

Involve team members in the decision-making process regarding aspects of the training, such as content selection, format, or scheduling.

Pilot Program: Consider running a pilot of the new training with a small group of volunteers. Get their feedback on the content, format, and delivery, then incorporate their suggestions before rolling it out more broadly.

Provide clear instructions and resources to help team members understand the training process and expectations. Offer continuous support through coaching, mentoring, and accessible help channels.

Foster an environment where team members feel comfortable expressing their concerns and suggestions. Encourage teamwork and collaboration during the training sessions to build a sense of community and shared learning.

Testimonials: Interview employees who have gone through the training and ask them to share their personal experiences and the impact it had on their work. These authentic, first-hand accounts can be incredibly compelling.

Share success stories or examples of other teams or individuals who have benefited from similar training approaches. Use testimonials or metrics to illustrate positive outcomes.

Target innovations by personality: Work with innovators and early adopters in pilots. Use them then as change-champions. Check possible sources of resistance to overcome the chasm to the larger majority. And always explain the benefits out of the learners view - not only the view of management or experts...