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The trainer takes a few deep breaths before turning the knob to enter the conference room. They know that inside is a mixture of employees, some excited to learn, some waiting to be won over and then the last group who are assembling their training barriers to hide behind.
Fellow trainers seem familiar? I know I have felt this many times.
How to break down these training barriers to make sure your training is effective, understood and then implemented.
I asked this question recently to a group of trainers: What training barriers have they encountered and how did they overcome them or failed to do so.
These were some of the responses.
- Some attendees not prepared. Not sure why they are in training.
- Hesitant to embrace new training or changes out of fear that they will fail.
- Some feel they are doing well so they do not need new training
- Upper management is not fully supportive of the training
- It is inconvenient. Cutting into their work schedule
Here are some ways that these trainers and myself break down these training barriers.
- Work to connect with the audience based on their own experiences.
For example, when I was working with a group of salespeople, explaining to them how customers will shop for their product, I asked them how do they search for things or book online. This allowed me to connect their behavior to understanding that of their customers.
- Getting someone to understand that it is ok to feel nervous about change.
Ask the audience to remember a time when they were nervous but broke through and learned the skill. Many of those skills they now take for granted. Build up their ability to adapt.
- Get them to understand why this training is important to the company as well as what is in it for them.
Too often employees are just scheduled for training without any preparation. The attendees should be told when the training is, so they can clear their schedules and be focused in the session. They should be told how long the training would be so they are not checking their phones and fidgeting. Lastly they should be told why the training is important and how it affects them. It could be a certification that allows the company to receive better contracts. It could be new skills that will allow them to earn more.
Employees will be more open to training and change if they understand why they are involved.
- Make it simple. If training seems like a burden on top of their already packed day then make it easy to accomplish.
If they say they have no time to come to the training, track their customer interaction and show them how they can accomplish it. When you show them that they can attend and you will do what you can to help them accomplish this training them they are more open to participation.
One other tip is to spread the training out so they can digest the new information and begin to implement it.
Lastly, never forget to congratulate the employees on their participation and effort with this new initiative. Check in with them to reinforce the new skills and show them how this training is helping them do their job.
It is not uncommon for all of us to bring up barriers when change is thrust upon us. A good trainer recognizes these barriers and will skillfully dismantle them through communication, understanding and follow-up.
If you liked this article please share it. If I can ever be of service, or you would like me to review anything for you, please reach out to me on Twitter @glennpasch or on LinkedIn.
Glenn Pasch is the current CEO of PCG Companies as well as a father, husband, writer and part of the National Speaker Association.