Describe a time when you had to handle a trainee who was resistant to feedback from their superiors or managers. How did you address the behavior?

I once had a trainee who was resistant to feedback from their superiors or managers. It was during a training session on security protocols and procedures. During the training, I noticed that this particular trainee seemed to disregard the feedback and suggestions given by the senior trainers. To address this behavior, I first took the trainee aside for a one-on-one conversation. I asked the trainee about their perspective and reasons behind their resistance to feedback. I listened attentively and acknowledged their concerns. Then, I explained the importance of feedback in professional growth and development, emphasizing that the feedback was meant to help them improve their skills and performance. I provided specific examples of how feedback had helped me in my own career. I also highlighted how feedback from superiors and managers is a valuable opportunity to learn from experienced individuals. Additionally, I offered assistance and support to help the trainee overcome any difficulties they might have been experiencing with the training material. By taking this approach, the trainee gradually became more receptive to feedback and started actively seeking guidance and suggestions from the trainers.

I had the opportunity to work with a trainee who was resistant to feedback from their superiors during a security training session. It was crucial for the trainee to understand the importance of feedback in improving their skills and performance. I scheduled a one-on-one meeting with the trainee to discuss their concerns and perspective. During the conversation, I actively listened to their feedback and validated their feelings. I then shared my own experiences of receiving feedback and how it had positively impacted my professional growth. I also emphasized the value of feedback as a way to learn from experienced individuals. To help the trainee overcome their resistance, I offered additional support and resources, such as providing extra practice exercises and offering guidance on specific areas of improvement. Over time, the trainee became more open to feedback and actively sought guidance from their superiors. This experience taught me the importance of building trust and creating a safe and supportive learning environment.

In my role as a security trainer, I encountered a trainee who exhibited significant resistance to feedback from their superiors and managers. During a training session on security protocols, it became clear that the trainee was hesitant to accept suggestions or make necessary improvements. To address this behavior, I employed a multi-faceted approach. Firstly, I established a rapport with the trainee by regularly checking in with them, providing positive reinforcement, and recognizing their accomplishments. This helped in building trust and reducing defensiveness. Additionally, I initiated a conversation with the trainee to understand their perspective and any underlying concerns that may have contributed to the resistance. Through active listening and empathy, I created a safe space for them to share their thoughts and feelings. This helped me tailor my approach to their specific needs and preferences. I then introduced alternative methods of delivering feedback, such as utilizing simulations and role-playing exercises to make the learning experience more engaging and interactive. By incorporating different teaching techniques, I was able to adapt to the trainee's learning style, making the feedback process more effective and impactful. Gradually, the trainee started showing more openness to feedback and actively sought opportunities for improvement. This experience reinforced the importance of fostering a collaborative and supportive learning environment, where trainees feel comfortable receiving feedback and are motivated to enhance their skills.