Much of the training we provide happens on-the-job. Some of the people delivering the training are less experienced in the company than those who are receiving the training, thus receiving some pushback from the experienced workers ("why should I listen to you, I've been here 20 years").

Any specific suggestions for helping the trainers deal with this situation? I know there is a much larger culture issue at work here, but in the meantime I'm wondering if anyone has a strategy that works well for them.

Thanks in advance.

There are two things you could consider to alleviate this issue. First, make sure your OJT training follows a structured process using documented "courseware" or jobcards. The trainer is using this company courseware as the foundation of the training and not training just based on his personal knowledge/experience. The second thing is to provide a Train the OJT Trainer course for all trainers to help them learn ways to deal with different personalities. THese techniques build a stronger OJT training process and take some of the pressure off the individual trainers.

Frankly, Don, an experienced trainer knows how to frame a session to alleviate that type of pushback from learners. When the pushback continues despite careful framing and learner prep time, there's definitely a bigger problem that the trainer should not have to try to resolve. What has the company done to proactively create a positive atmosphere for learning and expectations about how the OJT should work? Then, of course, there's the simple issue of some people needing to grow up -- that is, issues that are beyond anyone's control but the person who is pushing back. There is (ought to be) a line between supporting employees and coddling them. Does the trainee need to learn the things the trainer is teaching him? If the answer is yes, perhaps that person needs to get a hold of himself and stop whining.

 Frankly, Don, an experienced trainer knows how to frame a session to alleviate that type of pushback from learners.  

You are correct, but of course many of our trainers are not that experienced. We do provide train-the-trainer courses for our trainers which is why I am looking for specific strategies that may have been successful to give these people to use. I have some of my own ideas but am looking to see what other people may have done that has worked for them to include in their toolkit.

Why are inexperienced people teaching anyone one-on-one before they get enough experience (through learning, mentors, etc.) to do so? There are multiple issues in the scenario you present, but the most obvious one is the most easily fixed through already readily available resources.