This post explores Problem 5—resistance—when learners know what to do but won’t change their behavior. It offers practical strategies to bridge the gap between knowledge and action.
Picture this: You’ve finally decided to get serious about fitness. You research the best gyms, find a great trainer, and spend an afternoon learning about exercise plans, nutrition, and goal setting. You nod earnestly. You take notes. You nod some more.
And then you go home, eat a family-sized bag of chips, and never return.
Welcome to Problem 5: Resistance—the gap between knowing and doing.
This is perhaps the most frustrating of all the persistent problems. From the designer’s perspective, you’ve done everything “right.” The content was engaging. The delivery was polished. The learners seemed interested.
But when it comes time to apply the learning in real life, something stalls.
In the buying process, resistance is that moment when a customer gets cold feet just before the purchase. They’ve read the reviews, compared the models, maybe even added the item to their shopping cart. But at the last moment, they hesitate.
Why?
Because buying—and learning—aren’t just rational transactions. They’re emotional commitments. They require a willingness to change. And for many people, change triggers discomfort.
I once knew a friend who spent months researching electric cars. He had a spreadsheet comparing every model’s specs, a binder full of brochures, and a subscription to three EV blogs. He test-drove at least four vehicles.
But when it came time to sign the paperwork, he bailed and bought another gas car.
Why?
“It just felt too different,” he admitted.
Learning is the same. Knowledge transfer is the easy part. Changing behavior is something else entirely.
Resistance can come from many places:
One team I worked with launched an ambitious customer service training. Employees loved the sessions and scored highly on knowledge checks. But in practice, they kept defaulting to their old scripts.
Why?
Because no one addressed the discomfort of actually changing conversations with real customers. There was no safe space to practice, no reinforcement, no encouragement once they left the classroom.
The result? Resistance won.
How can we help learners make the leap?
1. Normalize discomfort.
Acknowledge that change is awkward. Make it okay to stumble. Share examples of respected peers who also struggled at first.
2. Build practice into the process.
Information alone doesn’t create new habits. Give learners opportunities to rehearse, role-play, and get feedback in a safe environment. Our Case Swarm platform can support safe practice in the translation of knowledge to action.
3. Create visible support.
Enlist managers or champions who model the new behaviors and recognize small wins. Social proof is powerful.
4. Reinforce over time.
One-off training is rarely enough. Use follow-ups, reminders, and coaching to help new behaviors stick.
Imagine if my friend had been given a month-long trial of an electric car. If he could have driven it, charged it, and experienced the benefits without pressure, he probably would have bought it.
Learners need the same gentle runway. They need time, support, and permission to get comfortable with doing things differently.
Because ultimately, learning isn’t just about knowledge. It’s about transformation. And transformation happens when people feel safe enough to try, fail, and try again.
As you design your next learning experience, ask yourself:
Have I made it as easy as possible for learners to step into the new behaviors? Or am I expecting them to leap across a chasm without a bridge?
When we build that bridge, resistance gives way to progress. And that’s when learning finally becomes what it was always meant to be: a catalyst for meaningful change.
When you work with Guiding Star, you ignite real transformation — in your people, your teams, and your impact. Let's spark light, warmth, and lasting excellence for your customers, donors, and stakeholders.
Reach out today. Let's build something brilliant together.
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