Nik Kellingley suggests ways to help a trainee who just ‘doesn’t get it’.
I like Mike's idea of passing the buck back to the learner it's a tactic I've used with success in the past.
You could also see if their more succesful peers could help them to learn - sometimes it's just you that's causing a block for the learner, it's not necessarily your fault but it does happen.
Or you could try the tried and tested method of asking them what it is that they feel is stopping them from progressing at the rate of their peers and what you could do to help them move forward - it's my favourite tactic of all, it draws the learners attention to the issue but also enables them to take advantage of support.
It may also be that these people struggling are less computer literate or just plain less interested in the change you are imposing on them as an organisation, were they consulted re the system on introduction, have they understood the benefits of the system etc. If not they could be plain refusing to play the game and in that case it's not really you - it's your company and management at fault. Of course this only applies if the people being trained have been with your organisation for a while.
There is one final option - talk to their managers, explain the issues you are facing, why you think the learners are not as motivated and ask them to speak to their staff before training goes any further. Sometimes it's just a kick up the backside that the delegates need - but I would use this as a last straw and not a first option.
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