Page 2 - Behaviour-Management-Strategies

Strategy 3 Suggest that now is not the right time to discuss this; however, that
you will make time to have a private discussion with them at the end

of the day.

It would be best to avoid getting drawn into commenting about

issues within the company. If appropriate, advise them to speak with
their Manager about this.

Strategy 4 It’s important that you do not argue with this person.

Calmly, say “Joan, I am sorry that you feel that way, let’s discuss this

further”. If appropriate, ask the other Learners what they think. If they
agree with Joan, then you need to turn this negative situation in a
positive one quickly.

Strategy 5 Try to encourage a more positive reaction. One way of doing this

is to use a 4-step approach.

Step One: Listen to the grievance.

Step Two: Ask – if the training did work, would it justify the time and

effort to do it?

Step Three: Suggest suspending judgement until the end of the

training.

Step Four: Ensure positive action results from the training by

agreeing how the training will be applied in the workplace.

Strategy 6 To manage this person effectively, you will need to acknowledge their

contribution; and then steer the training back on track.

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