Which of the following is not one of the major change-related problems that need to be addressed before the implementation of new training practices?

• A. Resistance to change
• B. Loss of control
• C. Power imbalance
• D. Training-business strategy incongruence

Answer: (D)

The main idea here is recognizing the human and organizational barriers that crop up when introducing new training practices. Resistance to change is the natural pushback you must manage—people need to understand why the change helps them and the organization, so clear communication and involvement are key. Loss of control describes a concern that employees may feel they lose influence over their work or processes; you address this by involving them in design, giving ownership, and creating feedback channels. Power imbalance highlights how those with formal authority or influential positions may resist changes that threaten their status; this is handled through stakeholder analysis, inclusive governance, and ensuring that voices across levels are heard and respected.

The option about training-business strategy incongruence is about ensuring the training aligns with overall business goals. While this alignment is important for success, it’s not a core change-management barrier like the others, which are specifically about adoption resistance, perceived loss of control, and dynamics of power during the rollout.