Training and developing people is supposed to facilitate change and provide a positive experience, a successful outcome and better lives for the participants. Yet change is a phenomenon that always seems to generate fear, resistance and heel-dragging.

It is vital that change-makers, leaders and educators of all kinds know how to apply the top 3 techniques for engaging reluctant participants to ensure a successful learning and development program.

THE NEED FOR PERSONAL CONTROL

•  It gives us confidence that we are facing a non-threatening experience that we don’t need to resist, and

• It ensures a greater likelihood of a desirable outcome to that situation (because we can plan for it).

Change, especially when initiated by someone else, brings
uncertainty and distress. This stems from the feeling that we have lost control
and our ability to predict, plan and prepare for change.

When an unsuspecting employee is suddenly informed they have been
enrolled in a training and development initiative, they may assume that it’s
perceived they’re not good enough at their job; which naturally generates
defensiveness and resistance.

Predictability is vital to humans. It allows us to prepare mentally,
emotionally, physically; plan what we will say and do; and determine what
resources and experience we will require and so on.  This gives us a sense of control over the
situation.

Training and development that is highly relevant to a participant
ensures higher engagement, motivation, contribution, retention and completion
rates.