To address your team’s skepticism about the value of training programs, it's important to focus on clear, evidence-based communication. You should provide data or case studies, the impact of training on companies overall goals, Mission/Vision.

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If the team is questioning the value of training, it might be helpful to focus on the long-term benefits and real-world applications of the skills being taught. Here are some points you could emphasize: Improved Performance: Training ensures that team members have the up-to-date skills and knowledge necessary to perform their roles efficiently, leading to better overall performance. Increased Productivity: Well-trained employees can often work faster and more effectively, which can help improve team productivity and meet organizational goals.

When your team questions the value of training, the best way to address their skepticism is by showing real results. Share success stories that prove how training has helped others grow and perform better. Connect learning to their career goals—whether it's skill-building, promotions, or new opportunities. Most importantly, involve them in the process. Ask for feedback, make improvements, and show them that their input matters. When training feels relevant and beneficial, people engage, and the results speak for themselves.

Try to see from the team's point of view. Ask them what specific parts rooted their skepticism and validate it. Link the value of training programs to organizational goals and individual benefits while pointing out the skeptical parts. Always start small and achievable, focused training initiatives and measure the results. Then, gather their feedback and involve them in further evaluation and decision-making process.

When the team questions the value of training, I show them that it has a clear purpose. Whether it’s teaching new tools, improving skills, or fixing a knowledge gap, it’s focused on what’s needed. For every training, I make sure to define: Topic: What’s being covered? Goal: Why are we doing this? Outcomes: What will the team gain? Structure: Keep it simple and clear. Assessment: How will we measure success? Feedback: Gather insights via a survey. Training should address real knowledge gaps—whether corrective or part of a Personal Development Plan (PDP). When training is clear and purposeful, its value becomes evident to the team and the business.

You can only address this by doing the dirty, boring, time consuming, non-sexy, laborious bit - which means to follow through the theory into practice and show the data of a direct correlation between a change 'behaviour' leading to a direct impact 'result'. Most people train because it's good PR but follow through is poor, that's because it's hard.

Training should never feel like a box-checking task... It should directly address their needs and elevate the team. When a team questions the value of training, it’s a chance to ensure it’s relevant and impactful. Start by connecting the training to their daily responsibilities. Show how it will improve their work and set them up for future success. Sharing success stories of others who’ve benefited from similar training reinforces its long-term value. Involve the team by gathering feedback to refine the program. When they see their input shaping the process, it builds trust and engagement. Effective training aligns with goals, saves time, and delivers real results, turning skepticism into support.

I remember a team I worked with years ago. They were skeptical about a new training program, saying, “Why bother? We’re already good at what we do.” So, I asked them one simple question: “What’s the cost of staying the same?” That got them thinking. I then shared a story about a company that avoided training and fell behind their competition. They lost clients because they didn’t adapt. I explained that training isn’t just learning—it’s growth insurance. We ran a pilot session, and they saw immediate improvements in efficiency. Sometimes, people need proof, not promises. Start small, show results, and skepticism will turn into enthusiasm.

To effectively address your team's skepticism about the value of training programs, start by establishing clear success criteria in advance. Share these criteria with the learners and hold a kickoff meeting to explain the training design and measurement parameters. This ensures everyone is aligned and understands how the training supports their development (e.g., IDP, KPI) and the business. Involving managers or senior leadership and sharing success stories can also help gain buy-in from learners. By doing so, learners can see the direct relevance and benefits of the training, reducing skepticism and enhancing engagement.