Overcoming

Obstacles to
Learning
- One problem for the learner may be fear. Some
people are afraid of training, especially if they did
not finish school and never really learned how to
learn.
- This kind of anxiety clouds the mind and makes
learning difficult.
- People who are afraid of the boss or the
instructor will not ask questions. They will say they
understand when they do not.
• You can reduce fear and anxiety with a positive
approach.

There are several ways of increasing motivation.

1. Is to emphasize whatever is of value to the
learner.
2. Is to make the program form a series of small
success for the learner.
3. Is to build in incentives and rewards for
achievements as successive steps are
mastered.
They may be capable of learning if the teaching is
adjusted to their learning ability.
- One-to-one instruction
- Patience
- Sensitivity
Approach the training from the learner’s point of
view.
- Keep it simple, concrete, practical, real. (teach by
show, tell, and do-hands on.)
- Sometimes the training program is the problem.
- Sometimes it is the instructor who causes the
learning problems.
We have mentioned various ways of training
responsilbility – The Magic apron, the honey
method, the Buddy or Big Brother/ sister system.

The Magic Apron – people train themselves. They

are the wrong persons to do the training.
The Honey – is leaving or has already left. She will
do only enough to placate Ms. Manager and get
her paycheck.
The Buddy, Big Brother/Sister System – will also
teach only what they know, and only as much of
that as they happen to think of, and they will not
care how the new person understand.
- The logical person to train your people is you, the
supervisor. It is your responsibility, whether you
delegate it or do it yourself. Training is one of
those obligations to your people that goes with
your job- giving them the tools and knowledge to
do theirs.
- It is essential for these people to receive
appropriate compensation-extra pay for work, a
promotion, whatever fits the situation. They
must also want to do the training. You remain
responsible for the training, and if it is not done
well, it will come back to haunt you.
- By the way you train, you are teaching more than
rules, procedures, skills, and job standards. You
are teaching basic attitudes toward work,
personal standards of performance, the
importance of the individual, getting along with
other people (both customers and colleagues),
your own work values, and many subtle but
lasting lessons in human relations and values.
- Training people for jobs does not always take
care of their training needs. There are several
instances in which further training is necessary.
-one such situation arises when changes are made
that affect the job.
- A second kind of training need arises when an
employee’s performance drops below par.
This situation calls for a positive one-on-one
approach generally referred to as coaching. It
consists of three phases:
An interview to discuss the poor performance,
its issues , its causes, and a plan for
improvement.
An improvement period during which the
employee works at improving performance.
An evaluation conference in which you and the
employee discuss the degree of improvement.