Learning professionals spend a considerable amount of time trying to convince management that the training ideas we have are worth doing. Whether it is that new conflict management training or switching to e-learning for the first time, we too often run up against blank stares or direct rejections. We know our ideas will make things better, but often have a hard time convincing others.
Why is this, you ask?
One reason is that we are just not speaking “their” language, that is, the language of our stakeholders. For example, let’s say you want to switch some or most of the training you do to e-learning. You know it will help you deliver a more consistent message to a more global audience, but the executive team says, “But what’s wrong with the way we do it now?” Or “What will improve if we switch to e-learning?”