My approach to designing training programs involves a thorough needs analysis to identify the skills and knowledge gaps within the team. I then tailor the content to align with the company's goals and the learners' needs, using a mix of instructional methods such as workshops, e-learning, and on-the-job training. I ensure the programs are interactive and engaging to maximize retention and application of the learned skills.

I measure the effectiveness of training initiatives through a combination of pre- and post-training assessments, participant feedback, and performance metrics. By analyzing these data points, I can determine the impact of the training on job performance and make necessary adjustments to future programs to enhance their effectiveness.

To keep training content relevant, I regularly engage with subject matter experts and industry trends to update the curriculum. I also conduct periodic reviews and solicit feedback from participants and managers to identify areas for improvement. Additionally, I leverage technology to incorporate the latest learning tools and techniques into the training programs.

When facing resistance to training, I first seek to understand the underlying reasons for the resistance. I then address these concerns by communicating the benefits of the training and how it aligns with the team's goals. I also involve resistant team members in the training design process to increase their buy-in and ensure the content is relevant to their needs.

In a previous role, I managed a training project for a newly acquired company where there was significant resistance to change. To overcome this, I conducted one-on-one meetings with key stakeholders to understand their concerns and tailored the training to address their specific needs. By building trust and demonstrating the value of the training, I was able to gain their support and successfully integrate the new processes.