Quels sont les moyens efficaces de surmonter la résistance à l’entraînement en groupe ?

Precisa identificar as necessidades e as expectativas dos participantes, conhecer a cultura da empresa e realizar as atividades fora do ambiente de trabalho.

Involve employees in the planning process to ensure relevance. Showcase success stories to inspire confidence and enthusiasm. Clearly communicate the purpose and benefits of group training. Address concerns proactively by providing information and reassurance. Foster a supportive environment for open communication and feedback.

I find out what the audience needs to know/Iearn and get an idea of their learning styles where I can. having conversations with management and the people who will attend BEFORE you even start planning are really helpful to shape the content appropriately and get the best engagement. Where relevant to a training session, use the policies, processes, forms, case studies etc that the audience need to follow and/or are familiar with. This brings learning to life as it’s more relevant and relatable. Make sure it’s interactive. Build in activities and discussion that help check understanding and engagement throughout. And learn from evaluations and feedback on your last sessions. What worked, what didn’t, what could be different?

Una regla fundamental al momento de impartir un curso, taller o clase es entender que lo que funcionó a la perfección en sesiones pasadas, no garantiza que funcione en la siguiente sesión. El mensaje puede ser el mismo, pero cada grupo es distinto, con necesidades distintas, y niveles de compromiso variables. Antes de presentarse al grupo, investigue lo siguiente: ¿Su grupo es multigeneracional? Si es así, que generaciones asistirán? Intente ajustar la comunicación con ejemplos y recursos que sean atractivos para cada generación presente. ¿Qué actitudes observables en su trabajo demuestran en su día a día? ¿Hay cohesión en su grupo o no tienen relación alguna entre ellos? Ajuste las dinámicas y participación con base en ello.

Ask the new client or gym members to bring a friend or significant other, so they may see group training from a new perspective.

Communication plays a pivotal role in addressing resistance. Clearly articulating the benefits and objectives of group training is crucial in gaining buy-in from employees. By highlighting how the training contributes to individual and collective skill development, career growth, and organizational success, employees are more likely to see the value and purpose of the group training initiative.

Un error común al impartir cursos, es asumir que el personal; similar a un salón de clase cuando éramos mas jovenes, se sentarán y escucharan lo que decimos, asintiendo en todo sin cuestionar ningún argumento. La andragogía, a diferencia de la pedagogía, parte de el reto de enseñar a personas adultas, con una formación definida y un trabajo que se acumula por cada minuto que no están sentados en su escritorio o en el almacén. Debe de dejarles claro que ese curso no es una pérdida de tiempo, sino una inversión valiosa para su formación. Comience con una historia, enumerando retos que se enfrentan en su día a día, permítales participar, y en su momento presente la solución, herramienta o recurso que aprenderán en el tiempo invertido en curso.

Todos os pontos listados são importantes para quebrar a resistência dos colaboradores aos treinamentos em grupo. Porém se a cultura empresarial estiver bem estabelecida os demais pontos tornam-se menos relevantes, poia este será um ponto a ser observado desde o recrutamento.

Considero crucial que el equipo reconozca la importancia de la formación grupal a través de evaluaciones de rendimiento, tanto en términos de calidad como de desempeño individual y grupal. Contar con métricas sobre el funcionamiento del equipo no solo facilita el establecimiento de metas grupales, sino que también motiva a los individuos a mejorar, reflejando su progreso de manera tangible en esos números.

Think W.I.I.F.M. (What's In It For Me). When designing the training, put yourself in the situation of your most difficult learners and try to find out WIIFM. Adult learners will put the learning in their own context which is why you should create the training in and andragogical method and not pedagogically. Adult learners bring their own experiences into the learning situation and "filter" the learning through these mental filters.

I would suggest, if possible, let the target group know in advance what the subject matter of the training is and why it it important. Then ask them (via email, etc.) what would they like to see covered that would be valuable to them, regarding the subject matter. Finally, what instructional methods would they like to see employed (PowerPoint, group work, nominal grouping, etc.) that would make learner more engaging to them.

Promoting trust amongst the group is an essential pre-requisite. Once the group develops trust, half the inhibitions are over! Thereafter, one can address individual concerns, if any while simultaneously highlighting the benefits of collaboration and how it can catalyse learning. Fostering a conducive and inclusive environment during training would be the force multiplier!

Overcome resistance to group training by highlighting the relevance and benefits of the training content. Foster a positive learning environment, address concerns, and show how the training aligns with participants' goals. Incorporate interactive elements to engage participants actively, and offer flexibility in scheduling to accommodate different preferences. Tailor the training to diverse learning styles and provide clear expectations. Communication about the value of the training can help diminish resistance and encourage participation.

In delivering the training, use a "pull" strategy. Don't push. Each student will be in a little different place and, if you push them, you may lose them. Let them come along at their own pace.

Para criar uma cultura de aprendizagem colaborativa e de apoio, é essencial estabelecer uma visão clara e liderança participativa, promovendo metas de aprendizagem e incentivando a troca de conhecimento. Fomentar a aprendizagem entre pares, implementar programas de mentoria e reconhecer as realizações de aprendizagem são estratégias fundamentais. Facilitar o acesso a recursos de aprendizagem, promover uma cultura de feedback construtivo e investir em desenvolvimento profissional também desempenham papéis cruciais.

In a training, no one should be made to do anything he/she doesn't want to do. Again, pull them along and make it okay for people to opt out of parts of the training.

Para proporcionar escolha e flexibilidade no treinamento em grupo, é fundamental oferecer módulos de aprendizagem flexíveis, permitindo que os participantes escolham entre diferentes tópicos e formatos de entrega. Opções de horários e locais flexíveis, avaliação de competências prévias, projetos práticos personalizados e fóruns temáticos promovem uma abordagem mais individualizada. Proporcionar feedback personalizado, recursos opcionais, treinadores especializados e avaliações contínuas asseguram que o treinamento seja adaptado às necessidades específicas de cada participante, criando um ambiente de aprendizagem mais engajador e eficaz.

Providing choice and flexibility in group training can be a powerful strategy. Recognizing that individuals have different learning preferences and comfort levels with group dynamics, offering options for participation or incorporating flexible learning formats can make group training more appealing. This approach allows employees to engage with the training in a way that aligns with their preferences, reducing resistance and increasing participation.

Instructors can improve learner outcomes, motivation, and engagement by implementing flexible training. To avoid resistance from learners, instructors should: -Utilize a variety of flexible grouping techniques, such as mixed-ability, ability, and interest groups. - Clearly state the expectations and learning goals for each group. -Incorporate brief, subject-specific review exercises into your modules. - Establish a cooperative and encouraging learning environment that values feedback and respect. - Monitor and adjust groups as needed based on learners' progress and feedback.

No ambiente corporativo hoje mais que nunca é imprescindível a flexibilidade. O formato do treinamento, para ser atraente, precisa dar aos colaboradores a sensação de que eles podem escolher o melhor caminho e momento para a aprendizagem.

First gain the audience's buy-in and consensus. Start with the intended outcome: provide the audience with answers to basic questions such as "why" and "what's in it for me?" Be transparent. Defining the buy-in upfront is your audience builder. The next step is to elevate the audience participation. And that is a very strategic process that involves choosing the trainer. My go-to is always a person respected by the team/audience as well as a person they will identify or relate to professionally. The bookend for the training is evaluation, post-training. Evaluate the success, celebrate specific areas that were improved or changed for the betterment of the team and (don't stop there) allow the audience to suggest areas for continued learning.

Regularly evaluating and celebrating the outcomes of group training contributes to a positive feedback loop. Assessing the impact of the training on individual and team performance and acknowledging achievements reinforces the value of the learning experience. Recognizing and celebrating success stories can inspire others to embrace group training, fostering a culture where resistance diminishes over time.

Depending on the learners, a little competition may not hurt. Play for a plastic trophy, put the teams in a company newsletter, recognition from a boss. Make it fun but integrate the teams from different staff sections, color of their shirts, first letters of their names or whatever so nobody has an unfair advantage. It will build commraderie and let people get to know each other. Helps build culture too.

As we know, individuals are motivated to act in a certain way based on the expectation that their actions will lead to desired outcomes. And we have multiple theories backed by research to prove it! The same principles apply to organizational settings, education and personal development. Recognizing that providing measurable outcomes and feedback on their efforts is a great motivator in itself. Through appreciate inquiry, individuals are encouraged to build on what is already working well, fostering a positive organizational culture. And hence better learning outcomes!

The celebrations of outcomes of the training should not be confined to outcomes. Celebrate all along the way. Have fun. Be inspired.

What’s In It For Me? As a trainer I find that if there is a ratio of people in the group who feel they will learn nothing from the training, they will heckle the trainer, distract the agenda and often try to put down the willing audience. Start with a 30-40 minutes activity & observe engagement. Those who are not interested, try to find out why over the tea break. Bring in the engagement and you have a win win situation

Experiencing resistance in a group training is a challenging situation for even learned and experienced trainers. Keeping a track of time and not digressing from the topic and simultaneously having everyone to agree to be participative is a mountain of a task. When explaining/discussing the important/crucial points of the training program, take up real life situations/pain areas from the resistant people's work life/department and showcase how your training will benefit them. Support with role-play, activities and lastly with videos (if possible). Once they are able to see the WIIFM, that will lead to a buy-in.

Para ter melhor envolvimento dos colaboradores em um treinamento em grupo, é interessante utilizar algum tipo de jogo em equipe. Jogos normalmente são divertidos e estimulam a participação e interação do grupo, o que facilitará a abordagem para o que precisa realmente ser treinado em conjunto. Melhor ainda é se conseguir encontrar um jogo que ajude a fazer uma analogia com o que será treinado.

Overcoming resistance to group training within a professional setting requires a strategic & empathetic approach. Here are some effective ways to address and mitigate resistance: Communicate the Purpose Highlight Personal Relevance Involve Participants in Planning Showcase Success Stories Address Concerns Proactively Offer Flexibility Connect Training to Organizational Goals Provide Incentives Facilitate Interactive Sessions Measure and Communicate Progress By combining effective communication, personalization & a commitment to addressing concerns, you can create an environment conducive to overcoming resistance to group training in a professional setting.