To overcome sales team resistance to a new training program, start by understanding their concerns and addressing issues like time commitment or relevance. Communicate the clear benefits, showing how the training will improve their performance and success. Involve the team in shaping the program to increase buy-in, and ensure it’s practical and directly applicable to their work. Use influential team members as champions, start with a pilot program to build momentum, and offer incentives for participation. Make the training flexible in terms of timing, and have leadership actively participate to show commitment. Finally, gather feedback and continuously improve the program to keep it relevant and effective.

When your sales team resists new training programs, it's important to address their concerns and demonstrate the value of the training. Here are some strategies to overcome their resistance: Communicate benefits: Clearly explain how the training will improve their skills and contribute to their success. Involve team members: Include them in the planning process to give them a sense of ownership. Provide incentives: Offer rewards or recognition for participation and achievements in the training. How do you handle resistance to new training programs in your team? Share your strategies.

You have to sell them on it. Talk to them—yes, that means listening and persuading. They need to recognize a skill gap, just like a prospect needs to believe they have a problem. They also need to want to fill that gap. Align their goals with the training; for salespeople, more money is usually the answer 😉. Paying a spiff (bonus) for following the new process works wonders. Here's why: - Sales wants to follow what gets results so they can make more money. - Sales management has to review calls to verify the spiff and, ideally, provide consistent, ongoing training. All incentives aligned.

Try to explain the logic of your thinking. If that's not working I would just tell them to get on with it! If they're still resistant, get rid of the ringleader!

Overcome it by focusing on communication, relevance, and engagement. Clearly articulate the “why” behind the training—how it aligns with their goals and drives success. Involve the team early, addressing concerns and gathering feedback to tailor the program to their needs. Highlight quick wins and success stories to show immediate value. Foster a culture of continuous learning with incentives and support. Ultimately, positioning training as an enabler of their success, not a burden, is key.

To overcome resistance, **communicate the benefits** clearly—show how the training enhances skills, boosts sales, and simplifies workflows. Involve the team early by seeking feedback and addressing concerns. Use **real-world examples** to demonstrate value. Make it engaging with **gamification, incentives, and interactive content**. Provide flexibility with **on-demand modules** to fit their schedules. Highlight success stories from early adopters. Lastly, secure leadership buy-in to reinforce its importance. When salespeople see direct benefits to their performance and earnings, they’ll be more open to embracing the training.

It’s often not about the content, but about how they feel. The first step is to understand their concerns and listen. Create space for honest feedback and show that you value their input. From there, shift the focus. Instead of just "training," frame it as an opportunity for growth, not only for the company but for them personally. Make it clear that this isn’t about forcing them into a mold, but about unlocking their potential. By connecting the training to their goals and values, they’ll start to see it as something they own, rather than something they have to endure. This approach is rooted in creating collaboration, not compliance.

To overcome resistance to a new training program, engage the sales team early by explaining its benefits, aligning it with their goals, and showing how it will make their jobs easier or more effective. Focus on the "Why?" Involve top performers in the pilot phase to create advocates within the team. Make the training relevant and practical by tailoring it to real sales challenges. Solicit feedback during and after the program to adjust it as needed. Lastly, reinforce the program's value through measurable results, showcasing how it improves performance and drives success and wasn't a waste of peoples' time.

To overcome resistance to a new training program, involve the sales team early in planning to get their buy-in. Explain how the training benefits them—better performance, easier closes, and more commissions. Address concerns, gather feedback, and tailor content to their real-world challenges. Use engaging formats like role-plays or short sessions to keep it practical. Highlight success stories from peers and offer incentives for participation. Make leadership endorse and participate in the training. When reps see relevance, support, and results, resistance fades and adoption improves naturally over time.