Training is a journey not a destination

Contact PMMI:
1-888-ASK-PMMI
4350 N. Fairfax Drive
Suite 600
Arlington, VA 22203

Helping Your Trainees to Overcome Training Technology Barriers
By Nancy Cobb

At every trainer certification workshop someone asks, “How do I train people that are afraid of the new technology or don’t have the prerequisite technology background/skills?” This is a universal question/problem in the packaging industry and although it cannot be solved in a single article, there are a few strategies that may help you out in the field and in your company.

The first task is to identify what the barriers to the training are:

Fear of change
Fear of failure
Fear of loss of job
Unwillingness to learn because of near retirement

Fear of Change

‘Fear of change’ is the root cause of a learning barrier. People are afraid of change because shifting the status quo represents a step into the unknown. Regardless of whether a person likes their job, they are aware of their comfort level. To discover this comfort level, focus on the following in the PREPARE stage of the 4-Step Training Process:

Use the “needs assessment” tool to gauge their current knowledge and level of experience. You can use the format from the workshop workbook or develop a simple specific checklist of skills that will provide you with more detailed information. Knowing where they are helps you design your class presentation more effectively.
Explain WIFM . Trainees will want to know how their job is going to be affected by your training; in short, “what’s in it for me?” It will make it easier and reduce complications once the training has begun if you discuss these details and begin motivating them from the beginning.
If critical prerequisite skills are lacking in your trainees, discuss this with the customer and offer to provide the prerequisite training or offer the training resources from the workbook so they know where to get the prerequisite training. If your customer is unwilling or unable to provide the pre-training required you MUST tell them what they can and cannot expect from your training. Be realistic!
Be aware of what equipment they are using NOW and show them the similarities and differences to the technology you are introducing. Ideally, you should have pictures or be able to show them the real items. Too often they may think that what you want to teach is entirely new when in reality it only involves minor adaptations. Start from their current knowledge base and build towards the new technology. Try to find as many similarities as possible between the new technology and real life actions, like using an ATM or betting at the track. Then teach in small chunks to build up their confidence.
Explain clearly what you are going to teach – too often trainers jump immediately into the topic and fail to provide an overview, which creates anxiety and only heightens their fear of change.

Fear of Failure

Adult learners are extremely uncomfortable with the idea that they will appear ignorant or be embarrassed in front of their peers. Just the idea of new technology often throws trainees into a state of anxiety as they fear they cannot handle it. As discussed in class, they might exhibit this fear by acting out, being disruptive or by being the “know-it-all” as a means to mask this fear.

Talk about past experiences with other new equipment. Tell stories that they can relate to, like the first time you had to use an ATM or a computer or even a panel view screen. Mention things like “most people think they are going to blow up a computer if they hit the wrong button, but….” Try to put them at ease with funny stories and then ask for their stories in overcoming a technology learning barrier. Ask “tell me about times in the past where you had to learn something new or work on a new piece of equipment – what helped you get over the “learning hump”? Make it fun!
Explain that you cannot really learn or unlearn new skills until you take part, make mistakes and practice repeatedly. Once again, teach in small chunks to build confidence. Provide positive feedback for each positive step.
Be aware of issues like failing eyesight that may make reading an HMI screen with small font size difficult, or literacy if they have to actually read versus recognize instructions on the HMI.

Fear of Loss of Job

Fear of job loss is an area you have no control over and may not even perceive is an issue. If you do suspect this fear exists and will create problems, it is best to address this with the supervisor prior to class so it does not impede the training once it has begun. The best way to ensure learning success is find time for as much practice as possible, easy job aids references and evaluation and performance checks to identify what additional training is needed. If you feel that you are not being given enough time to do this by your customer, consider the following option:

Provide your customer with the sign-in sheets (template from class) showing who completed the class and what specific follow-up training is needed for the trainees to be able to perform the tasks effectively. This follow-up plan is a very important tool for your customer and the trainees’ success.

Unwillingness to Learn Because of Nearing Retirement

Like fear of job loss, learning apathy due to impending retirement is out of your control. However, it is a common problem in traditional manufacturing environments and an issue of which you should be aware.

Seasoned workers like to feel appreciated so if they are in class they would be good ones to share their “stories” about how they overcame learning new equipment in the past. They also can help explain how things work now so you and other trainees can see the similarities and differences.
Respect them and their experience and use it to help you understand what has happened in the past. That can help you see what techniques have been most effective before and in doing so, define their comfort levels, which gives you a good starting place to build motivation.