When any initiative lacks buy-in, it may become a wasted resource and a poor investment. So, if your team resists leadership training, start by uncovering the root causes. Is it time constraints, a lack of perceived value or something else? Once clear, address the issues and highlight why the training is crucial for your team’s success. Moreover, emphasize that life-long learning is essential today and that leadership training often also provides valuable lessons beyond the workplace. If appropriate, anchor learning objectives in team reviews, tailor the training to individual goals and involve your peers in shaping the process. And remember: When people feel heard, genuine engagement may follow and turn resistance into commitment.

Personal philosophy: I believe that everyone has leadership potential, and our job as leaders is to create an environment where that potential can flourish. By making leadership development a positive, personalised, and practical experience, we can overcome resistance and foster a culture of continuous growth. Remember, changing attitudes towards leadership development often takes time and patience. It's important to be consistent in your message and supportive in your actions. Also, be prepared to adapt your approach based on feedback and results.

Why would I even attempt to motivate someone to take part in leadership training? Since when does anyone have the right to decide what 'growth' should look like to another? To do so is controlling. 'Resistance' (which by the way is an interpretation rather than a fact), exists for a reason...For whatever reason, that person believes it is not right for them. How about we simply seek to understand such 'resistance' without it being an instrument to encouraging the other to change. Seeking to understand is the end in itself. A novel concept perhaps...

KYT - Know Your Team is the key to understanding the learning needs of the team members, even for leadership learning pathways, before providing motivational support. It should not be forced upon someone simply because there are vacant seats to fill in the training. One should understand how the topic can benefit the individual in their career development and talk to him/her to see if the topic truly interests them and then align them towards a leadership development pathway.

In my opinion, here are some strategies to overcome this resistance: Firstly, tailor the training to each team member's needs by identifying their career aspirations & aligning the training with their personal development objectives Secondly, highlight the benefits of the training, including improved skills, career advancement & team success Thirdly, create a supportive environment by encouraging feedback, providing ongoing support, mentorship & recognizing progress Fourthly, make the training fun & engaging by incorporating interactive activities, gamification techniques & positive reinforcement Lastly, lead by example by demonstrating your own commitment to leadership development through personal participation in training programs

I would get curious and find out what is the source of that resistance before pushing my or the firm's agenda on the team members. It could very well be they are not yet ready to receive the training and their growth lies in something else than the leadership training.

Building on personalise learning paths, I would start by conducting individual assessments to identify each team member's leadership strengths and areas for improvement. Offer a menu of training options that allow team members to choose areas they're most interested in or that align with their career goals. Incorporate various learning styles (e.g., workshops, one-on-one coaching, online modules) to cater to different preferences. Technique: Use the "70-20-10" model of learning, where 70% is on-the-job experience, 20% is social learning, and 10% is formal training. This can make the development process feel more integrated into daily work.

The key to effective leadership is walking the talk. Nothing is more convincing than role modeling. By opting for evidence-based approaches and using myself as a case study, I demonstrate my commitment to self-learning and development. I’ve integrated these habits into my daily routine, showing my team how continuous growth is achieved through simple, everyday tasks. Our organizational culture values and rewards self-learning, reinforcing that this journey is both rewarding and essential. Embrace personal development and lead by example to inspire and elevate your team. 🌟 #Leadership #SelfDevelopment #ContinuousGrowth