If you encounter an unwilling participant / a participant with a negative attitude in one of your training programs, how would you deal with the situation?

Instructors are facing many of the trends and negative attitudes from one of the trainees and the solution lies in identifying patterns of trainees, and how to deal with difficult Trainees ? In my experience in the field of training I faced many of this situations the fact that the theoretical and practical experience in the field of training capable of making Trainer overcomes this particular difficult situation that the trainee is difficult trying to waste training program time is no point in arguing with him or her and the following are some practical tips to overcome the negative trends of the trainee who holds negative trends: -

. -balance emotional in front of repeated attempts to provoke the trainer, quiet smile, fun civility, respect, are all important strategies to notice trainee hard that he would not be able to weaken your self-confidence as a Trainer

-referral trainee provocative to the rest of the trainees to comment on his questions

-little savvy and cunning tried to take the rest of the trainees to your side by clarifying that the ongoing discussions would not provide an opportunity for the rest of the trainees to participate and hint that the ongoing discussions affect the understanding of the trainees and that they will not benefit from the training program briefly negative trends and behaviors is not in the interests of the rest of the trainees

ask him - with all firmness and politeness - to postpone the discussions after the completion of the training or in the break

 At the beginning of the training program, select the Charter of the training session, time commitment for debate

In short, try to control the situation firmly and refinement and power of a smile

I met that kind of trainees many times, and i followed a strategy to deal with them .

Firstly, ask them politely to tell us about the strangest situation he/she faced ever.

i may ask him to repeat what i said in the session in his/her way.

i may ask someone to give him/her a piece of paper with a question to answer 

i should make sure that he/she has no problem in his day because he may be a good participant but the time or the topic we discussing isn't suitable .

For me it may be the most enjoyable things that are having that kind of person, because this is a measure of my ability as a coach I will try everything I can show him all the things that might be an obstacle and try to make him think in a different way, of course topic discussion, dialogue and patience

The best thing in training feeling that you have helped a man to overcome his fears or exceeded its problems

I leave the answer for the specialties, thanks for the invitation. 

How do you deal with these behaviors for some styles intern:

• passive person: in most cases be a frustrating project (tried to enter it in how much more possible participation)

• Co-blather: skills and experience browser - treatment - Fun (deal with it formally and always see the time and you discuss using the questions directed system)

• The person is the center: - processing (summarized ideas)

 • provocative questions: Yes owner may not agree on everything and it is enough that we agree on most things.

• violator always: Win the audience to your class first before it impacts them and ask for their opinion used the term as long as this, what do you think is the solution proposed by the many questions the owner tried to confine the questions or request to postpone some of them after the session for lack of time.

• Who knows everything: when cited experts debate with him, no doubt in his abilities, committed with facts and statistics, ask his opinion before he discussed his opposition to avoid directly.

• sections cutter: Be direct with him in a diplomatic way, such as to give opportunities for some of us to end the talk

• Whisperer: i ask a question and then I turned to him and say, What do you think Whisperer

 • Silent: deal with it open with questions, through which is attracted to talk with an explanation of the advantages that would accrue from this program

 • BUSY: announced recesses and ask for the closure of setups • Sleeper: I agree with them that the sleeper will answer the questions and the type of display modes and the degree of sound

• impulsive: give him brigades without encroach on others as Be specific with him, and a quick discussion with him

• querulous whiner: Always try to calm down and to build bridges of trust with him and gave him a service properly

 •hesitant: Ask him proper ideas encouraged him a bit of puffery it stressed that the safety of his views were sound

 • hard: it is a balanced character Be flexible in dealing with the serious and committed to specific points for discussion with him.

One way is to evaluate their presence and need for the program. If there is an opportunity to develop through the training and improve performance, then the approach should be to involve the individual by bouncing questions to arouse interest. Also foucus on what is in for the individual. Encourage participation.