I feel a company that invests in continuous development, is few and far between these days. I’m Proud to work for one! There is too much focus on corporate budget, rather than investing back into your talent. Culture is everything that drives positive business results. Implement Servant Leadership qualities, to help build your teams.

1. ⏱️ Highlight the Benefits: Show how structured time limits lead to focused, effective learning and faster skill application, benefiting both the team and their growth. 2. 📈 Offer Flexibility: Create a mix of shorter sessions and self-paced options, giving team members control over their learning while meeting training goals. 3. 🌟 Gather Feedback: Regularly ask for input on training format and pacing, making adjustments to show you value their needs for an engaging learning experience.

- I should highlight the benefits of completing this training. - If the team is overloaded, support by assign time either individually or on team level to accomplish this target, while off loading them of any new tasks during the assigned timing, this can be rotated individually. - It is critical if the sam training is assigned to me, to be a role model and finalize mine prior asking the team to do so.

To get the team onboard, I would first understand their concerns, clearly communicate the training's value & gain, and link it to their success. I’d collaborate to adjust the schedule if feasible, incentivize participation, and lead by example to foster commitment and alignment toward the goal.

Training should not be done through force. People should come whole heartedly & be a part of the session with physically & mentally present. If we as trainers can engage & tell them how this training is going fo help them, their involvement would be very good. Without telling the purpose or objective, then participants will show their resistance only

In today's world, training plays a vital role in any organization as it provides valuable insights into both organizational values and business strategies. No organization can achieve success without proper training. However, if my team members resist the time allocated for training, I will first understand their concerns and counsel them effectively. Also , I will work on making the training sessions more engaging and user-friendly, encouraging employees to participate with enthusiasm. To ensure its impact, I will align the training outcomes with employees' KRAs, making it a value-added initiative.

To get my team on board with training time limits, I start by having an open conversation to understand their concerns. I listen to their feedback and explain the benefits of setting time limits, such as enhancing focus and improving retention. I emphasize that these limits are designed to help them make the most of their trainings. Additionally, I try to incorporate engaging and interactive training methods to make the experience enjoyable. By addressing their concerns and highlighting the positive aspects, I aim to create a collaborative environment where the team feels supported and motivated to embrace the training structure.

To get your team on board with training time limits, show them how focused sessions can boost learning and productivity. Explain that, according to a study, shorter, targeted training increases retention by up to 30% (Journal of Applied Psychology, 2019). Emphasize the value of setting clear goals and practicing time management, allowing everyone to stay engaged without feeling overwhelmed. Share the vision: this structure isn’t just about limits but about optimizing their growth. Time doesn’t always equal results; impact and effectiveness does. As leadership expert Peter Drucker rightly asserted, “Efficiency is doing things right; effectiveness is doing the right things” (Drucker, 1967).

In such cases, we must understand their perspectives, have their feedback to understand why they feel the time limits are a problem. Are the limits too restrictive or whether do they feel rushed or overwhelmed. Post feedback, we should identify the roadblocks: and address the specific challenges (e.g., lack of resources, unclear objectives or unrealistic deadlines etc.) with collaborative solutions including refinement of plan or dividing the training into smaller, time-bound milestones to make progress feel achievable without overwhelming them.

Involve Them in the Planning 1.Explain the rationale: Share the reasons behind the time limits, such as increased productivity & better retention 2.Gather feedback: Ask team members for their input on the training schedule, content, & format. Address Concerns & Provide Support 1.Listen to concerns: Acknowledge & address any fears team members may have about the time limits. 2.Offer support: Be open on Providing resources, such as extra training sessions, mentoring, or materials Communicate the Benefits 1.Success stories: Share examples of how previous training sessions have positively impacted the team. 2.Recognition and rewards: Consider offering incentives or recognition for team members who complete the training within the time limits.