What do you do if your employees are resistant to continuous learning and professional development?

There is a reason for resistance to professional development. And in some cases. it could be valid....from a busy schedule to not knowing what skills to acquire and the benefits. It could even be confusion...which skill is required at this phase of my career and which one should be a priority? We need to initiate candid conversations. Ask about their concerns and expectations regarding learning initiatives. Go further by sharing success stories of colleagues who have benefited from professional development. You could also share diverse formats (webinars, workshops, self-paced courses) to accommodate different learning formats and schedules.

En las empresas e instituciones educativas, existen los planes de formación. El deber ser es construirlo en atención a las necesidades e intereses de los empleados y/o participantes y en colectivo, de manera de cubrir las expectativas desde el primer momento y crear visión compartida. La indagación apreciativa es una buena estrategia para obtener información para aquellos empleados que no estén alineados con el plan de formación empresarial y descubrir las razones de resistencia.

Encountering resistance from employees towards continuous learning and professional development is common in today's fast-paced work environment. To address this issue, try to understand the root cause of resistance, communicate the benefits of learning, offer flexibility, lead by example, and provide support and resources. By creating a culture of continuous learning, you can help your employees achieve personal and professional growth, career advancement, and increased job satisfaction.

Sometimes, employees find themselves in environments that fail to recognize their learning endeavours. Even if they obtain certificates or complete courses, they know their salary won't change, and they may even face an increased workload. For these and many other reasons, people often do just what is necessary to complete their current tasks. I always challenge this notion. You shouldn't limit yourself just because a company doesn't value you or doesn't consider additional skills acquired. Learn new things to adapt, or use them to propel your future. Taking ownership and feeling in control is one of the best feelings one can have. When we allow external factors to influence our feelings and progress, we're setting ourselves up for failure.

Absolutely, start by getting to the heart of their resistance. Initiate conversations. Dive into their world. Is the workload too heavy? The benefits too vague? Is there a fear of not measuring up? These discussions aren't just talks; they're pathways to understanding. They reveal the blocks in your employees' paths to growth. Once you grasp their concerns, you can tailor solutions that resonate with their needs and ambitions. It's about aligning, not just assigning. By connecting their development with their aspirations, you transform resistance into readiness.

Set clear and achievable goals for your team, emphasising the importance of continuous learning and professional development. Communicate the relevance of these goals to individual roles and career growth. Provide support and resources to help employees attain these objectives, fostering a culture of growth and improvement within the organisation.

Spot on! Clarity breeds motivation. Define what's to be achieved, why it matters. Show how new skills can elevate their career, boost the company. It’s not just learning; it’s growth with purpose. Adopt the SMART framework - Specific, Measurable, Attainable, Relevant, Time-bound. It’s your blueprint for engagement. This structured path does more than guide; it inspires, giving employees a vision of what’s possible. With clear, achievable goals, professional development becomes a journey they want to embark on, driven by a clear understanding of its value.

Estos objetivos claros y alcanzables, también deben tener la distinción de lo que aprendan sea útil y beneficioso para ponerlo en práctica, es decir, que haya una transformación en la práxis del quehacer profesional y personal.

Sometimes employees need a hand. Coaching, shadowing or simply performing live training modules can bring more confidence and allow more interactivity and participation. When we are in the same boat and we steer in the same direction things become a bit more easy to cope.

Absolutely essential! Support is the foundation. Be it resources, time, or guidance, make it accessible. Demonstrate your commitment to their growth. Open doors to training, platforms, opportunities. Acknowledgment goes a long way. Celebrate their strides, no matter the size. This isn't just about providing tools; it's about showing belief in their potential. With the right support, the journey from resistance to enthusiasm for learning isn't just possible—it's a path paved with growth, confidence, and shared success.

Offer comprehensive support to employees by providing resources, mentorship, and training opportunities tailored to their learning needs and career aspirations. Create a supportive environment where employees feel encouraged to explore new skills and knowledge. Empower them with guidance and assistance to overcome challenges and embrace continuous learning and professional development.

El reconocimiento por los avances y logros alcanzados, es clave para que los equipos estén comprometidos. Proporcionar recursos, tiempo desde un liderazgo horizontal da apertura a la motivación y participación activa.

When you find someone's passion, they'll be open to development and learning. I once was tasked with creating individualized training programs for a team of 40 technicians. A couple of them were close to 30 years in the business and hadn't participated in voluntary training for the last 15+ years. After multiple conversations to build trust, I finally asked what their favorite part of their job was. I then asked them how they would feel if they were able to advance their skills in that area even further. All of them got on board with more advanced training after that.

Tailoring is key. Understand that learning is personal. Diverse formats - workshops, online courses, coaching - cater to this variety. This customization isn't just about options; it's a sign of respect for their uniqueness, a commitment to their distinct journey. By acknowledging and adapting to individual learning styles, you not only enhance engagement but also foster a culture of inclusivity and personal growth. It's a clear message: their development is valued, and their success is a priority.

Customise training programs to align with employees' specific roles, skill gaps, and learning preferences. Offer diverse learning formats, such as workshops, online courses, or hands-on experiences, to accommodate different learning styles. Tailor content to address individual needs, ensuring relevance and effectiveness. By providing personalised training, you can enhance engagement and maximise the impact of professional development efforts.

Curiosity is the fundamental trigger for continuous learning. Make experimentation and curiosity a culture in your team. Be open to mistakes and make time for learning and exploration. Continuously share the importance of learning. Celebrate every person's growth. But most importantly, be an example.

A strong learning culture is the secret weapon to combat resistance to professional development. Fostering a culture of learning is important! Open communication is important to understand why employees resist. Frame learning as a path to career goals and increased enjoyment, not a chore. A variety of learning formats with integrated microlearning opportunities help a lot. When learning is the norm, employees feel supported by a network and see clear growth opportunities. The focus shifts from obligation to skill development, and a love of learning is ignited. This empowers your team to actively embrace continuous learning. This shift in perspective empowers employees to become active participants in their learning journey.

Foster a learning culture within your organisation by encouraging curiosity, collaboration, and continuous improvement. Recognise and celebrate learning achievements, and provide opportunities for knowledge sharing and mentorship. Empower employees to take ownership of their development and prioritise learning as an integral part of their professional growth.

I was willing to be the pilot for a new CPD that was then rolled out to the whole school. It did give me additional satisfaction that my experience would provide a template for others to benefit. I would suggest finding someone who really loves CPD and is willing to pilot a program that can be rolled out to the entire school/company. As you are doing the CPD, make sure to take notes that will serve as source material for onboarding of future participants. The pilot will be a mentor and help foster the learning culture for that skill to be developed, and will be passed on further.

Absolutely, recognition is the fuel for motivation. Celebrate their growth, every step, every leap. It’s not just about the achievements but the journey and effort it took. From formal accolades to a simple 'well done,' each act of recognition echoes the value you place on continuous learning. This appreciation, this acknowledgment, it doesn't just lift spirits; it propels them forward, igniting a drive to keep pushing, keep growing. Show them that their dedication to development is seen, valued, and essential. This is how you build a culture where learning thrives, powered by recognition and encouragement.

Recognise and celebrate employees' accomplishments and milestones in their learning and professional development journey. Acknowledge their efforts and achievements publicly, highlighting the value they bring to the organisation. By showing appreciation for their dedication, you reinforce a culture that values growth and encourages ongoing excellence.

Facing resistance to learning in my team, I flipped the script with the "Innovation Incentive." Instead of mandating development, I introduced a "Skill Tree" where mastering new skills earned rewards, from tech gadgets to extra days off. This wasn't just for individual gains; team achievements unlocked collective rewards, fostering a spirit of unity. Pairing tech enthusiasts with skeptics for mutual discovery turned learning into an adventure, not a chore. The result? A surge in engagement, innovation, and a cohesive journey towards growth. My advice: Make learning a shared adventure, not a mandate.

In my experience, I have observed a powerful act exhibited by my boss. When an opportunity to participate in a professional development exist, my boss enrolled and shared with the colleagues that he has enrolled for professional development. That encouraged all the colleagues to get inspired and enrol for it. He did not stop with that... he kept doing the assignments well ahead the deadline and posted them to colleagues that he has completed... that motivated all of us to also complete them. In short, leading by example is one way of motivating others to participate in continuous learning and professional Development.

If you want to reinvent yourself or if you feel that you want to start to make a move in a related, but different position, CPD can be a good starting point. You can skill up in that while you are doing your current duties. Continue to drive in that direction and do as much CPD as you can to make you proficient in the role that you want to move to in the future. It can be a thing that opens doors for you if you are willing to put in the time to start off with a course even if you are busy. It can pay off for you in the long run.

Encorajar a equipe a aprender uns com os outros por meio da aprendizagem entre pares, e compartilhamento de conhecimento pode facilitar oportunidades de aprendizado entre os colegas. É importante demonstrar o quanto a atitude de aprendizado contínuo pode ser um diferencial. Na atualidade, ninguém permanece a vida toda em um mesmo emprego, sendo assim, devemos estar sempre preparados caso uma melhor oportunidade apareça, e isso, só é possível, se capacitando continuamente.