How to develop somebody who is resistant to ?

At times your high perfomers/potential are also resistant to development/change i.e.
when they don't see a reason/motivation to do so.
Coach them to understand their future career path and why do they need specific development for e.g.
an individual contributor moving into a people manager role.
Encourage them to step out of their comfort zone instead of criticizing them.
People who are unaware of their area of development should be taken through a360 degree assessment to see their opportunity.
Once there is realization and acceptance only then people will embrace development.

Most of us are resistant to change and most of the time we are resistant until we clearly understand that change is for the better and understand how we can contribute.
In other words, people are naturally resistant to change because they feel uncomfortable entering an unknown environment (out of the comfort zone) and assume, that it would lead to a worse rather than a better status of work for them.
We can shorten the time frame of the ‘unknown’ period by communicating well and facilitating engagement.
A mentor will not judge but understand the nature of resistance.
Regarding resistance to development I would like to suggest sharing the need for development (changing environments driven by technology or additional responsibilities in future) and sharing the opportunities (achievement of desired career path, qualitative or more effective environment).
Without development we are standing still and cannot reach the next level therefore development is a business need.
However in this way you can find a way to agree to a development plan and provide support when needed.
Sometimes employees reject change to a point that is not sustainable for the company or the employee.

I would start by asking why s/he is resistant to.
It could even turn out that there is a misunderstanding and your observation may be erroneous.
But if it really is true that your employee doesn't want to develop in any meaningful way, and if there is no acceptable short term reason for it (health problems or similar), I would consider replacing him/her.
There are so many ambitious and energetic people out there in the job market that it is simply unfair to keep such a backward person on your payroll.
But have a thorough face to face discussion first.

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initially i would try to find the reason, is it a permanent trait? if no, i will try to change him/her resistance through trainings, team works,.
and if not try to balance the situation through other team members.

In very short words, i can say : You need to establish the need of development in the resistant person...