Training of Executives in an Organization

Author

Institution

Training is exceedingly crucial for the development of the organization; therefore, in a scenario where most executives do not believe that a sexual harassment program is necessary for them, the following represents strategies for dealing with such resistance to training: one of the strategies for dealing with resistance to training involves identifying the root cause of the resistance. This can be done through carrying out individual research on why the executives do not require the training. It is with such research that the causes of resistance would become identified and solutions found, which will make the executives ready for the training. Another strategy entails organizing an executive coaching (Blanchard & Thacker, 2013). The coach should be professional in the area of training such that he will be capable of persuading the executives resisting the training to think otherwise. Hiring an outside consultant will help in the implementation of the target training program. Besides, a renegotiation strategy can also be employed, where fresh negotiations can be done with the executives that are resisting the training program. It is during the renegotiation that the resisting executives may give their reasons for resisting the training program and such reasons considered in order to make the executives ready for the training. Besides, a mentorship program for the resisting executives may be organized within the organization in order to make the resisting executives agree to the training program (Blanchard & Thacker, 2013). In addition, as a last option, executives that are resisting to the training program should be identified and fired while the organization hires new executives, who are ready to pioneer the training program. In fact, firing the resisting executives will create a room for executives that are ready to go with the development agenda of the organization to the next level.

References

Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices. Boston: Pearson Education.

Training of Executives in an Organization

Author

Institution

Training is exceedingly crucial for the development of the organization; therefore, in a scenario where most executives do not believe that a sexual harassment program is necessary for them, the following represents strategies for dealing with such resistance to training: one of the strategies for dealing with resistance to training involves identifying the root cause of the resistance. This can be done through carrying out individual research on why the executives do not require the training. It is with such research that the causes of resistance would become identified and solutions found, which will make the executives ready for the training. Another strategy entails organizing an executive coaching (Blanchard & Thacker, 2013). The coach should be professional in the area of training such that he will be capable of persuading the executives resisting the training to think otherwise. Hiring an outside consultant will help in the implementation of the target training program. Besides, a renegotiation strategy can also be employed, where fresh negotiations can be done with the executives that are resisting the training program. It is during the renegotiation that the resisting executives may give their reasons for resisting the training program and such reasons considered in order to make the executives ready for the training. Besides, a mentorship program for the resisting executives may be organized within the organization in order to make the resisting executives agree to the training program (Blanchard & Thacker, 2013). In addition, as a last option, executives that are resisting to the training program should be identified and fired while the organization hires new executives, who are ready to pioneer the training program. In fact, firing the resisting executives will create a room for executives that are ready to go with the development agenda of the organization to the next level.

References

Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices. Boston: Pearson Education.