Overcoming Resistance to Learning2
Malcolm Knowles (1989) principles for overcoming resistance to accomplishment pull in given me a new perspective on adult learning. His techniques for getting people to become self-directed learners have prompted me to change the way my company presents professional development plans to our employees. thither are also obvious parallels between Knowles principles, and the Principles of Adult Learning course.
Resistance to learning is a challenge I am required to overcome quite frequently in my forge as a training manager. Some of the training programs I administer are professional development plans for individuals requisiteing to be considered for a promotion, or recently promoted from within the organization. These individuals are usually highly motivated and eager to learn new skills and concepts that impart help them to succeed at work. Most of the training programs I administer, though, are for employees who are required to attend continuous return workshops or policy and procedure training. This routine training is perceive by many to be a waste of their time, or uninteresting. I always outline the purpose of the session and how it applies to the attendees, precisely I frequently experience resistance in the grade of poor participation.
One of the more effective ways I have found to overcome that resistance is to use what Knowles refers to as role models. I use the success of other group members as examples to be followed, and ask those individuals to speak whenever possible. This usually prompts spry discussion, and engages the attendees into the training session. In the future, I will also bear Knowles (1989) strategy of acknowledging that … I knew some students were there under compulsion and that I wished this werent so… (p.2). I hope the precede will be same as Knowles observed when he said, Their resistance quickly diminished and eventually seemed
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