Objection #6 is another one of those silent but deadly objections because, again, not many people come out and verbalize this, but it is prominent. “This is disruptive!”
Answer: On so many levels you are right. Within an organization who knows little about this, you (the person who is introducing this) needs to have a tough skin and understand the “WHY”s behind what he/she is doing. You better have an answer for everything – or at least a path for the person asking the question to find the answer through experiential discovery.
There will be those who become really upset with you. Others will despise you when they didn’t before (I learned this from personal experience). Others will be more laissez faire. Very few others will understand what you are trying to do. Either way, your immediate popularity will probably go down. If you are OK with this, continue on.
But the cultural aspect of this is disruptive. Think about it: With social learning there is a possibility that you will have an effect on not only how the training department runs, but also HR, internal communications, processes, projects, meetings, external communications and marketing – all in form and function. This is threatening to many people because it takes them out of what they see right now as “working just fine.”
But after they all understand, you will be a genius.
