You're facing pushback from employees on new coaching techniques. How can you overcome their resistance?

Not everything works for everyone. Understanding their resistance is key, and evaluating if the resistance is just due to the change or fundamentally the method does not suit/work for them. Having open discussions is key, and builds trust. So long as the energy and emotions are managed and a safe space to express is maintained - either we take sometime to explore how their resistance can be managed with training/feedback or the method can be changed to better suit them/their requirements

Understanding resistance is key. As a positive psychology coach and mentor, I’d first listen to the employee’s concerns to validate their feelings. Then, I’d educate them about the benefits of the new techniques, linking these to their personal and professional goals. For example, “I understand the new mindfulness exercises might seem unfamiliar, but they’re designed to enhance your focus, which you’ve mentioned wanting to improve. Let’s try it together for a week, and you can share your honest feedback. Your growth is my priority, and I’m here to support you through this change.” This approach fosters openness and collaboration.

I’d highlight the features, advantages, and benefits in relation to their needs. For example, “The new goal-setting technique not only structures your aspirations but also tracks progress in real-time, offering a clear visual representation of your achievements. This can boost your motivation and satisfaction. It’s tailored to help you recognize patterns, refine strategies, and celebrate milestones. By aligning the technique with your personal growth targets, it becomes a powerful tool for self-improvement and professional development, enhancing your overall well-being and performance.

To overcome resistance, I’d tailor training interventions to the employee’s learning style and comfort level. For example, if they’re visual learners, I’d use interactive diagrams and flowcharts to illustrate the new techniques. I’d also provide step-by-step guides and hands-on practice sessions to build familiarity. “Let’s walk through these new exercises together, using visual aids to map out how they can enhance your daily routine. We’ll go at your pace, ensuring you’re comfortable and confident at each step.” This personalized training approach eases the transition, making new techniques accessible and relevant to their work style.

First off, hear what your team has to say. If possible, use the coaching technique to solve the problem. You could always run a reflection practice to probe and find their true reason for resisting change. Remember, coaching is an individualized practice anyways! With that being said, you don't have to force them to use a new technique (nor should you), but have them learn it as a part of Professional development. By doing this, they'll have it in their toolkit if they ever need it. Coaches should try to be open to new things since we ask our clients to have growth mindsets too.