You're facing resistance from a senior executive on training content. How do you navigate the power dynamics?
When a senior executive resists your training content, it's crucial to approach the situation with tact and strategy. Here's how to manage the dynamics:
- Align training objectives with company goals to demonstrate the direct benefits.
- Seek to understand their concerns by asking for specific feedback.
- Propose a pilot program to test the effectiveness of the training content.
How do you handle pushback from higher-ups when it comes to implementing new strategies or content?
You're facing resistance from a senior executive on training content. How do you navigate the power dynamics?
When a senior executive resists your training content, it's crucial to approach the situation with tact and strategy. Here's how to manage the dynamics:
- Align training objectives with company goals to demonstrate the direct benefits.
- Seek to understand their concerns by asking for specific feedback.
- Propose a pilot program to test the effectiveness of the training content.
How do you handle pushback from higher-ups when it comes to implementing new strategies or content?
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Clearly show how the new strategy or content supports the organization’s larger goals and objectives. Whether it's improving efficiency, customer satisfaction, or employee performance, explain how your proposal will drive these outcomes. When you face pushback, approach it as an opportunity to understand their concerns in detail. Asking for specific feedback allows you to address their issues directly and can also reveal aspects of the strategy that may need refinement. Suggest implementing the new strategy on a small scale first. A pilot program allows you to test the effectiveness of the new content without committing to a full rollout, which can reduce perceived risk for higher-ups.
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Involve Executives in the Training Process: Engage executives in the training design, delivery, and evaluation to ensure their buy-in and support. Example: Invite executives to participate in training sessions as guest speakers or facilitators. Demonstrate ROI and Impact: Provide metrics and data to demonstrate the return on investment (ROI) and impact of training programs. Example: Conduct a thorough evaluation of a training program, including metrics such as participant engagement, knowledge transfer, and application on the job.
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Navigate resistance by first understanding the executive’s concerns through active listening. Acknowledge their expertise, present data or case studies to support your content, and align it with organizational goals. Propose collaborative solutions or adjustments that address their priorities while retaining the training's core value. Maintain respect and professionalism to foster mutual trust.
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"Transformer la résistance en opportunité : naviguer dans la dynamique du pouvoir avec humanité" Lorsque la résistance provient d’un cadre supérieur concernant le contenu d’une formation, je considère cela moins comme un obstacle que comme une invitation à co-construire une solution adaptée. Voici ma méthode pour naviguer dans cette dynamique complexe tout en préservant des relations harmonieuses et une vision stratégique : 1. Créer un espace de dialogue respectueux 2. Rechercher le point d’intersection entre vision et objectifs 3. Favoriser une approche collaborative 4. Tester par l’expérimentation 5. Mettre l’humain au centre de la résolution des tensions
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Results! Be prepared with statistical information regarding how your ideas have been used. Discuss the objectives of the training program and how your plan will accomplish those goals. If they still insist on making changes... aak them what makes them such an expert in your field and resign! Just kidding. You also have to evaluate your comfort level working for someone who will not see eye to eye and respect your knowledge and expertise.
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When facing resistance from a senior executive on training content, start by understanding their concerns and motivations. Ask questions to uncover the reasoning behind their resistance, such as alignment with company goals or budget constraints. Acknowledge their expertise and frame the training as a strategic solution that supports key objectives. Present data, case studies, or examples to highlight the value and impact. Be open to adjustments while maintaining core goals, emphasizing collaboration. Reframe the conversation as a partnership and focus on long-term benefits like improved performance and growth to reinforce the training’s value.
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Leverage Data and Evidence Present data, case studies, or testimonials that demonstrate the training’s effectiveness. Share success stories from other organizations or departments where similar content had positive outcomes.
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I faced this situation before, there are some steps to follow to overcome the senior executive's resistance to training sessions: - Identify the main concerns or objections on the training content - Present the training needs finding and highlight how this training session will cover this part and the results expected from the session - Review training with senior executives for feedback. - Conduct a demo/pilot for a certain group, then survey the impact of the training session and link it to the growth of the business results.
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Some Insights: Effective Communication: When facing resistance from senior executives, clear communication is crucial. Understand the Feedback: Take note of the changes or updates requested and understand their rationale. Assess the Impact: Evaluate how proposed changes will affect the overall training content. Resistance Isn't Always Negative: Keep in mind that not all resistance is a barrier—it can be an opportunity for improvement. Convince or Be Convinced: There are two paths—either persuade the executive or be open to their perspective. Support with Data: Use data and insights to back up your content, helping you present a strong, evidence-based case. This makes the content more scannable and easier to digest.
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Navegar na resistência de um executivo sênior exige empatia e estratégia. Primeiro, ouça atentamente suas preocupações para compreender a raiz da resistência. Em seguida, destaque os benefícios do treinamento alinhados aos objetivos organizacionais. Ofereça flexibilidade, como adaptar o conteúdo às suas preferências ou horários. Envolva-o no processo, pedindo sugestões ou incorporando sua expertise. Por fim, demonstre respeito à sua posição, reforçando que a colaboração fortalece a eficácia do treinamento.
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