There's not enough information here to give much advice. First of all, why are you using the less experienced workers as trainers? How were they selected, and based on what? Also, why are your trainers not trained to handle the older, resistent workers? And clearly they haven't been trained properly or you would not have this problem. Either that, or you selected the wrong people to be trainers. Additionally, are you sure the older workers really need the training? Do they think they need the training? Is this a union environment?

Another issue, I noticed you have been inquiring about TWI on other posts. That leads me to think that you do not have adequate materials from which the trainers can train. I imagine you have not done an adequate job task analysis, nor developed written training materials based on that analysis.

Good on the job training does not just happen. It takes a lot of hard work and very careful planning from analysis all the way to evaluation.

This statement makes no sense: "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." It seems to me that they have indeed not been trained. The strategies should have been presented in the training.

I think this one needs to go back to the drawing board. There are many good books on on the job training.

Two books:

Improving On-the-Job Training and Coaching (which includes tools for selecting good trainer candidates) from ASTD press by Karen Lawson

Hands-On Training by Gary R. Sisson

This is probably why the discussion is muted on this board. Both of you are not really interested in offering what has worked in your experience. You're more interested in lecturing others on how inept you feel they are. People make all sorts of assumptions, get on their soap box, and naturally go back to work in their perfect organizations.

I'm simply looking for suggestions to add to our train-the-trainer course specifically dealing with this situation.

Though I do appreciate the lecture and your outstanding organizational analysis from 100,000 feet.

This message has been edited. Last edited by: DonS,

Thank you for speaking up, DonS. I was getting the same feeling. What is the point of trying to offer suggestions if there are people negating the whole discussion. Offering an opinion is okay IF it is productive and not intended to instigate conflict. You know the saying "If you can't say something nice (productive), then keep your mouth shut."

quote:

Both of you are not really interested in offering what has worked in your experience.

Don S,

I apologize if my posted answer was not helpful - but I had already given you off line all the information you're
seeking - specifically, "what has worked in [my] experience."

You have already written me off line and I pointed you to my web site where I have all of the information that you are again asking here in this post. There's access to the Complete OJT Training Kit that I have availale on my web site. It includes a Facilitator's Guide for an On-the-Job Training Skills Workshop, a Trainer Handbook, and my own book, Training On the Job published by ASTD Press, 2002. I also have many FREE tips and FREE articles on how to select trainers, how to train trainers, how to do the job task analysis, write training materials, deal with older, resistent workers, etc. - literally every aspect of OJT is right there for FREE, including resources to other sites and how to combat the organizagional barriers to successful OJT implementation. Everything you need, I have already provided. Plus, I offered to answer any questions you may have about any of my materials.

Based on what I have already made available to you, and based on your current questions here, I can only assume that the problem you are having is more indepth and needs much more analysis before my materials can be of help. There must be some reason it's not working. That's why I went through the litany of questions, trying to flush out what is really going on. Again, I apologize if you found it offensive and unhelpful.

At this point, I guess I'm not sure what you are looking for. OJT training strategies are fairly straightforward. There is no magic bullet that will suddenly make these older workers comply with the program until you uncover what the real problem is. And I don't know any way to do this except to ask the tough questions first. In my opinion, much ground work needs to be done in this case. You may need to literally start all over if the system you have now is corrupted in some way. For example, the wrong people doing the training. There's no solution to that except to replace them - all the training in the world will not make some people good at OJT training.

You should also find the two books FF recommended helpful. But you need to do the homework within your own organization first to flush out the problems that are hampering success.

I simply don't have time, nor would it be right, to copy pages of my book or web site here on the thread. Short of what I have already done, I can't help any more. I'm sincerely sorry to have offended you (and Bravo).

This message has been edited. Last edited by: KaliKo,