Teaching an Old Dog New Tricks (Tips for the HR Trainer)
Of course you can teach old dogs new tricks. This is what distinguishes an excellent HR trainer from a mediocre one. The former knows how to deal with the old dogs in change management while the latter would heave a heavy sigh and sign a recommendation for their retirement.
The key to the training of old dogs is to condition yourself to the fact that these dogs have already been trained and your job is to re-train them. True, it is far easier to work with newbies because it’s like starting with a clean slate, plus they are probably deathly afraid of not making it through their probationary period. But the old dogs have the wisdom that comes with countless experiences in making mistakes or seeing others make mistakes that greatly contributes to balancing out misdirected enthusiasm for risk taking and unrealistic contemporary changes.
As the HR trainer of old dogs in the company, you have to understand that dogs are pack animals, and as such, they have a need for an alpha dog. Either you become the alpha dog or seek the alpha dog and have him eating out of the palm of your hand. Typically, old dogs in companies have already elected their alpha dog whom the pack closely watches for behavioral cues. If you are simply a part of the HR team assigned for a specific program in the management of change, it is best not to dominate the alpha dog. Your dealing with the pack is only temporary and there is no point in arousing more resentment from these old dogs. The best approach is to get the approval and cooperation of the alpha dog needed for change management which would surely pave the way for easier change orientation within the pack. If you will be permanently assigned to the old dogs in a superior position, then be prepared to growl and bare your fangs to establish your position as the new alpha dog.
In any case, there are a few other pointers to remember in teaching new tricks to the old dogs in the company. The first is to keep in mind that you will never be able to change the personalities of old dogs. The bitter, the cynical, the jaded, the passive, the yes man — their characteristics have already been hard wired in their systems. So limit yourself to changing their behavior in given situations. For example, do not expect a passive old dog to jump up and down when you ask his opinion on the company’s changes. But make it clear to him that you expect him to abide by the new policies and procedures.
When you have set the behavior that you expect from them, be consistent in rewarding their compliance which you will then equate to good behavior. Good behavior must be rewarded promptly, with an acknowledgement and a pat on the back, a memo praising the good behavior, an employee of the month certificate, or the best reward, a treat to the office’s watering hole.
For misbehaving old dogs, keep them on a short leash. Blackmail them with an early retirement if needed. After all, dog trainers do use sticks in their doggy training. You might need something similar as an HR trainer.
Nobody is saying it is easy, but teaching new tricks to old dogs in the company is possible, even a necessity in the office life.
Thanks for reading this coffee break tidbit on work 
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