Resolving clashes over team learning priorities requires a structured approach focusing on open communication and shared goals. Facilitate a discussion where each member articulates their priorities and the reasoning behind them, emphasizing how each contributes to overall team objectives. Identify common ground and areas of overlap, then collaboratively prioritize learning based on strategic needs, individual development plans, and resource availability. If consensus remains elusive, implement a voting system or involve a neutral facilitator to guide the decision-making process, ensuring that the final priorities are clearly communicated and agreed upon by the entire team.

When there’s conflict around learning priorities, I start by clarifying the goal - what’s the desired outcome, and how does it align with team or organizational objectives? From there, I listen to each team member’s perspective to distinguish whether the issue is what needs to be learned or how it’s being learned. Often, it’s not the priorities in conflict - it’s the method. People process and retain information differently. Acknowledging varied learning styles while anchoring everyone to a shared outcome helps create a collaborative learning plan that moves the team forward, together.

When learning priorities clash, I bring the team together to openly explore the “why” behind each perspective. This builds empathy and reduces friction. I then anchor the conversation around the organisation’s strategic goals—what skills truly move the needle? From there, we co-create a learning roadmap, blending individual ambitions with collective needs. Compromise isn’t about losing—it’s about aligning. By turning conflict into collaboration, the team feels heard, empowered and focused on growth that benefits everyone.

In a situation like this, try to act as a guide rather than a referee. Help people see the bigger picture and align their priorities. Make sure you maintain a balance between individual learning needs and team goals. A little transparency, some give-and-take, and honest conversations usually help handle the situation better.

Most ‘collaborative learning’ fails because it assumes willingness from both sides. But what if Gen Z won’t sit through a 1-hour mentorship session, and Boomers won’t scroll TikTok tutorials? Our ‘Learning Style Contracts’ help teams negotiate how they’ll share knowledge upfront (e.g., ‘I’ll give you 3 bullet points; you show me the 30-second video’). What’s one learning-style clash your team tolerates but never solves?"

Hold a team meeting to openly discuss everyone’s learning goals and concerns. Find common ground and align priorities with team and company objectives. Create a shared learning plan that balances individual needs and group growth.

When learning priorities clash, it’s a sign your team cares—but alignment is key. Start with open dialogue: give space for each voice to be heard without judgement. Then, shift focus to shared goals—what does the business need right now? Use that as a guiding lens. Co-create a learning plan that blends team input with strategic direction. It’s not about compromise for the sake of peace, but collaboration for impact. When everyone feels included in the plan, commitment replaces conflict.

When team members clash over learning priorities, it often signals a passion for growth. Navigating that passion requires intentional communication, inclusion, and alignment. Start by exploring not just what someone wants to learn, but why—revealing values, goals, and accessibility needs. Link individual goals to team culture and business objectives to shift from “me vs. you” to “us vs. our mission.” Co-create a flexible, inclusive Learning Roadmap that blends personal and team growth—through rotating focus areas, cross-training, or bite-sized sprints. Growth shouldn’t be sacrificed due to how or where someone learns best.

Begin with bringing everyone to the same table and ask them questions that would help them contemplate the current situation. When you listen to them it would become easier to find a middle ground or phase the learning in a way that works for all. Because if you see, it's all about balancing individual growth with team direction.