Overcoming the ‘Yeah, Buts’: How to Move from Resistance to Action

Originally published November 3, 2016. Updated October 2025 with current examples and actionable strategies for L&D professionals.

In the learning and development world, there’s a phrase that comes up constantly: “Yeah, but…” It’s time to acknowledge this unhealthy relationship and break free from it.

This relationship is holding us back from success. It’s preventing us from moving forward and seeing what’s possible. The “Yeah, but…” mindset is creating distance between learning and development professionals and the people who need us most, at a time when our expertise matters more than ever. We’ve become gatekeepers of negativity, the “no” department, or worse, the “we can’t” department. We need to break up with “Yeah, but…” before it becomes even more entrenched in how we work.

The Endless Cycle of Resistance in Learning and Development

Yeah, personalized learning paths would better serve our employees…but…

Yeah, connecting learning goals to business outcomes would prove our value…but…

Yeah, people should have more control over their own development…but…

Yeah, learning happens everywhere, not just in formal training…but…

The list goes on and on.

But…my organization is different…

But…leadership won’t let me…

But…our employees won’t engage with that…

But…we can’t measure the impact…

But…our systems don’t support it…

But…

But…

But…

The list of “buts” continues endlessly. It’s easy to think of reasons why something can’t work. It’s easy to bury our heads and ignore what’s coming, clinging to the past because repeating what we’ve always done feels safer. “We’ve always done it that way” or my personal favorite, “Why reinvent the wheel?”

Let’s talk about that wheel analogy. There are countless iterations of the wheel—high performance, all-weather, winter-specific, designed for different terrains. The wheel has been reinvented repeatedly to suit different purposes. So why reinvent the wheel? Because adaptation is essential for progress.

Why “Yeah, And” Works Better for Learning Professionals

 Why can’t we flip our tired “Yeah, but…” to the more constructive “Yeah, and…” borrowed from improv?

Yeah, personalized learning paths would better serve our employees…and…here’s how we could pilot this with one team first.

Yeah, connecting learning goals to business outcomes would prove our value…and…let me show you the framework we could use to start tracking this.

See the difference? Changing one word shifts the entire conversation. The “Yeah, but…” is exhausted from carrying the weight of excuses and uninspired solutions to persistent challenges. Working with organizations across different industries and countries, I hear the same issues and questions. We’re all looking for answers to similar problems, yet when solutions appear, we “Yeah, but…” our way out of them.

Maybe we’re afraid of what those solutions actually require. Perhaps we’re scared of the changes or challenges that come with real transformation. Are we using “Yeah, but…” to avoid change, to maintain the status quo even when we know it’s not working? Because keeping things the same feels safer than the alternative, like staying with “the devil we know.”

Why Your L&D Challenges Aren’t Unique

You might be nodding along right now while simultaneously thinking, “Yeah, I agree…but…my situation is different.” Here’s the truth: it’s not. I’ve worked with organizations across multiple industries and countries. Your organization isn’t uniquely challenged. Situations may vary, but people fundamentally have the same needs – to do their jobs well, to grow their capabilities, and to contribute meaningfully.

We can choose to drive change. Doing so requires effort, persistence, and knowledge. It starts with a mindset shift in L&D, which then influences leadership.

L&D Professionals Must Model Continuous Learning

Building a learning culture starts with us. Here’s a critical question: What are you doing to actively grow your own professional knowledge?

When I ask this question to groups of L&D professionals, I often see blank looks. Some do occasional reading. Some watch videos. Some take online courses sporadically. A smaller group actively participates in communities of practice or professional networks. Unfortunately, many in our field don’t consistently invest in their own learning and development.

If we don’t prioritize our own professional growth, how can we expect others in our organizations to embrace a learning culture? We’re not solely responsible for building that culture, but we absolutely set the tone through our example.

When someone tells you they don’t have time for professional development, the response shouldn’t be another “Yeah, but…” It should be, “Yeah, I understand time is limited, and here are some approaches that have worked for me.” Not because you read about them somewhere, but because you’ve actually tried them. If we don’t model consistent professional growth ourselves, why should anyone else?

Yeah, but…I don’t have the time…

Yeah, but…the company won’t pay for it…

Yeah, but…the firewall won’t let me access…

Yeah, but…it’s only me around here…so….

Let’s be honest, when we start with, “Yeah, but…” what we are really saying is: 

Yeah, but…I’m just not interested…

Yeah, but…I already know enough…

Yeah, but…it’s out of my comfort zone…

Yeah, but…it’s not worth the investment..

😆Some of you just “Yeah, butted” my “Yeah, but.” It’s a cycle that feeds itself.

How to Break Up with “Yeah, But” and Take Action

Let’s retire the “Yeah, but…” and start approaching workplace learning with a more constructive mindset.

Here’s how to start:

This Week:

• Share one article, podcast, or resource you found valuable with your team or network
• When someone raises an objection, practice responding with “Yeah, and…” instead of defending or dismissing
• Identify one “Yeah, but…” you regularly use and reframe it as a “Yeah, and…”

This Month:

• Join one L&D community or attend one professional development event (Coffee Chats, LinkedIn groups, professional associations)
• Pilot one small change you’ve been putting off – something that doesn’t require massive approval or budget
• Document what you’re learning and share it, even if it’s just a brief post or email

This Quarter:

• Build a case for one initiative you’ve been “Yeah, butting” about, focusing on business impact
• Connect with at least three other L&D professionals outside your organization
• Create space for others to share their learning experiments, successes, and failures

The “Yeah, and…” approach creates a different mindset – one that encourages breaking from the status quo. To break from the status quo, we need to break up with “Yeah, but…”

“Yeah, but…it’s hard”…

Yes, it is. Change is hard. Growth is hard. But staying stuck is harder in the long run, both for us and for the people we’re meant to serve.

The choice is yours. What will you choose?