Addressing concerns and provide reassurance! - "Your job is not at risk. This change will actually help us work more efficiently and effectively." - "We'll provide comprehensive training and support to help you develop new skills." - "Mistakes are an opportunity for growth and learning. We'll work together to address any issues that arise." - "We'll provide resources and guidance to help you become comfortable with the new technology."

Pour gérer la résistance au changement pendant la formation, adoptez ces stratégies : Reconnaissez les craintes : Validez les préoccupations et montrez de l'empathie face à l'impact du changement. Communiquez les avantages : Expliquez clairement les bénéfices des nouvelles méthodes pour eux et pour l'entreprise. Impliquez-les : Faites participer les collègues réticents au processus de changement pour augmenter leur adhésion. Offrez du support : Proposez un accompagnement continu pour faciliter la transition. Célébrez les succès : Mettez en avant les premiers résultats positifs pour renforcer la confiance.

Based on 22 years of experience as an organizational consultant, resistance are essential working materials for every trainer. They contain important data regarding the trainee's difficulties and they include important indications about the friction between the desired and the present, between the starting point of the trainee's journey (As is), and the endpoint to which the trainee strives to reach (To be). A training process in which resistance and friction points are not created is a missing or immature process. Therefore, the coach's main role is to embrace the trainee's resistance, to investigate it together with her or him, and to derive from them insights regarding the correct way to realize the trainee's goals.

Take the time to listen to your colleagues' concerns and resistance. Sometimes resistance is the result of misunderstandings or unexpressed fears. By listening actively, you show that you respect their opinions and are prepared to address their concerns. Make sure the reasons for the change are well explained. Transparency about change objectives, expected benefits and impacts can help reduce anxiety and clarify the need for adjustments. Set clear, measurable objectives for the change. This enables colleagues to see the progress made and identify the steps still to be taken.

Resistir à mudança é uma reação natural que muitas pessoas têm ao enfrentar o novo. Durante o treinamento, isso pode ser uma barreira significativa para a absorção de conhecimento e para a implementação bem-sucedida das mudanças. No entanto existem várias maneiras de transformar a resistência em aceitação. - A primeira coisa a fazer é identificar por que as pessoas estão resistindo. Saber isso ajudará a adaptar a abordagem. - Ouça ativamente dando espaço para que todos expressem suas preocupações sem julgamentos. -Certifique-se de que os benefícios da mudança sejam claros e tangíveis a todos. - Para reduzir o impacto da resistência, introduza mudanças de forma gradual. - Incentive a Colaboração envolvendo a todos no processo de mudança.