Learning and development in organizations today face a myriad of challenges, especially with the introduction of new tools like DIY Learning Kits. While these kits offer numerous benefits — flexibility, accessibility, and self-directed growth — applying them within teams can still encounter resistance, inconsistency, and engagement issues. This blog dives into the common roadblocks teams face when rolling out new learning kits and practical steps to overcome these challenges, ensuring greater success and participation.
1. Consistency
The routine was ingrained in us since childhood — waking up for school, attending classes, extracurriculars, and even structured playtime. These routines created consistency in our daily lives. But as adults, many of us struggle to maintain such a structured rhythm in our workdays. Even when we manage to establish some routine, things often fall through the cracks. In learning and development, consistency is vital, especially when the content is uniform, activities are similar, and facilitators remain constant. Yet, despite this, organizations often find that the results vary significantly from one session to another.
From an employee’s perspective, if the learning program feels like an added task in an already packed to-do list, they may attend just to tick it off without real engagement. However, if the training is presented as an opportunity for personal and professional growth, with clear takeaways and benefits, employees are more likely to not only participate but also apply what they’ve learned.
Step to consider: Don’t let the learning feel like an additional responsibility. Position it as an opportunity for team members to explore, experiment, and understand the tangible benefits of the training. For instance, during the introduction, focus on the practical outcomes — how it will help them excel, solve workplace challenges, or boost their career development. When employees see the value, consistency in participation and application will follow naturally.
2. Buy-in
A learner, in many ways, is no different from a child. Both need to be given a choice to feel empowered. If learners are required to participate in a training program that they didn’t have a say in, they may physically show up but mentally check out. Buy-in from learners is essential for the success of any learning program. When individuals feel that they have had a role in selecting the training that aligns with their career goals or current needs, the impact is far more substantial.
One of the biggest challenges with DIY Learning Kits is ensuring that learners see their relevance. If learners are simply made to attend the sessions without inclination, they may not be fully engaged. On the other hand, if they are introduced to the materials via engaging teasers or given the chance to participate, they’ll feel a stronger sense of ownership.
Step to consider: Share teaser content and the objectives of the learning kits with learners in advance. Gauge their interest, ask for their input, and allow them to shape their learning journey. This process builds buy-in and ensures the training aligns with the learners’ needs.
3. Resistance to Change
It’s human nature to resist change, particularly if the current methods are “working.” Employees who have found comfort in their routines might question why they should change what they perceive to be effective learning methods. When new approaches like DIY Learning Kits are introduced, they may push back, fearing disruption to their routine or believing that the old ways were sufficient. However, in today’s rapidly evolving workplace, sticking with old methods can quickly become outdated. Learning agility is key, and embracing new approaches helps teams remain competitive and innovative.
So, how do you overcome this resistance? The answer often lies in transparency and leadership. Leading by example and being open about the reasons for the change can significantly reduce resistance. It’s important to explain not only why the new kits are being introduced but also what the end results are expected to be. Being clear about the practical benefits and demonstrating how this new tool will support employees in their day-to-day roles can shift the mindset from resistance to acceptance.
Step to consider: Instead of introducing the entire DIY Learning Kit all at once, roll it out in phases. This approach makes the change seem less overwhelming and allows employees to gradually adapt. In addition, managers and leaders should be early adopters, showcasing their own experiences and successes with the new tools to inspire others.
4. Facilitator Preparedness
No matter how good a learning kit is, if the facilitator is unprepared or overwhelmed, the training will likely fall flat. Facilitators are crucial in translating the content into an engaging, interactive experience. However, if they are handed the content without sufficient time to familiarize themselves with it or are not given enough resources to customize the learning to their group, the sessions might lack the necessary energy and relevance.
Facilitators need more than just the content; they need detailed guidance, access to visuals, case studies, and practical examples that resonate with the team they’re addressing. Without proper preparation, facilitators may struggle to connect with the learners or effectively communicate the core concepts.
Step to consider: Give facilitators ample time to review the content, customize it with their examples, and add personal touches. For example, allow them to tweak activities or change names in the case studies to make the session more relevant to their specific audience. A well-prepared facilitator can make all the difference in engagement and learning retention.
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5. Engagement Over Time
Maintaining engagement over time can be a significant hurdle in any learning initiative. Initial interest in the learning kit might be high, but keeping that enthusiasm alive as the program progresses is a challenge. People are busy, and distractions are plentiful, making it easy for learners to disengage, especially if the material feels repetitive or irrelevant.
Sustained engagement requires more than just good content — it demands active participation, interesting discussions, and meaningful conversations. Facilitators play a key role in maintaining this momentum by fostering an environment where learners feel comfortable sharing their thoughts and ideas. Creating opportunities for debate, discussions, and even healthy disagreements can make the learning experience more dynamic and memorable.
Step to consider: Encourage facilitators to use the content provided to initiate discussions and apply the activities that prompt learners to share their insights. Incorporating real-world scenarios directly related to the learners’ experiences can help keep the material fresh and relevant. Additionally, motivating the learner to engage with the post-work to keep the learning alive long after the session ends.
6. Lack of Customization
One of the benefits of DIY Learning Kits is the flexibility they offer. However, this flexibility can also present a challenge. If a kit feels unrelated to the team’s specific context, learners may lose interest quickly. Teams might struggle to see how the content applies to their unique situations, and as a result, the learning could fail to translate into practical applications.
Customization is key to overcoming this challenge. While the DIY kits provide the framework, facilitators have the freedom to tweak and personalize the content to suit the team’s needs better. This could mean adding company-specific examples, tailoring the case studies to reflect industry-specific challenges, or adjusting activities to align with team dynamics.
Step to consider: Ensure that facilitators and team leads have the freedom to adapt the kits. Encourage them to take a creative approach by including team-specific references or aligning the learning with ongoing projects or challenges. Customization will make the learning experience more engaging and immediately relevant to the participants.
7. Time Constraints
In today’s fast-paced work environment, finding time for additional learning can be tough. Employees often feel overwhelmed by their workload, and adding structured learning to their already-packed schedules can seem like a burden. If learners feel they don’t have the time to engage fully, they might only skim through the content, missing out on its full value.
This roadblock is not just about carving out time but about integrating learning into the flow of work. By emphasizing micro-learning, breaking down sessions into shorter, more manageable modules, and offering flexible learning schedules, organizations can make the DIY kits feel less like a disruption and more like an integral part of the workday.
Step to consider: Offer flexible learning schedules. Instead of full-day sessions, consider short, impactful learning sprints that can be completed within a team’s workday. Additionally, managers should support and prioritize learning time, encouraging employees to see these sessions as valuable, not optional.
Conclusion:
Overcoming these roadblocks requires thoughtful planning, clear communication, and a commitment to adapting the learning process to fit the needs of both facilitators and participants. DIY Learning Kits have the potential to transform learning and development in organizations, offering flexibility, accessibility, and self-directed growth. However, as with any new tool, their success hinges on how well the team implements and embraces them.
In the end, it’s not just about delivering content — it’s about creating a learning experience that resonates, engages, and leads to real growth.