Training That Actually Lands…
TRAINING THAT ACTUALLY LANDS
Training can be one of the most valuable tools we have to help people grow. When it is done well, it builds knowledge, strengthens confidence, supports better decision-making, and gives employees and leaders practical tools they can use in real workplace situations.
And we love a good training program.
But training only works when two things are clear: what issue it is meant to address, and whether it is being offered at the right time.
Too often, training becomes the automatic answer to a workplace problem. A team is struggling with communication? We book communication training. A manager avoids difficult conversations? We book leadership training. Performance concerns start showing up, morale dips, expectations feel unclear? Let’s find some training to resolve it.
Training, sometimes, that is exactly what is needed. But not always.
Before moving too quickly to training, pause to understand what is really happening. Is there a knowledge or skill gap? Are people missing information, tools, practice, or confidence? Or is the issue connected to unclear expectations, inconsistent leadership, weak processes, poor communication, or simply avoidance in dealing with the problem? These are different problems and require different solutions.
Training is effective when connected to a clear need and a specific outcome. It should help people build a skill, shift a behaviour, or apply knowledge in a meaningful way related to their job. It should not simply check a box or give the appearance that a problem has been addressed.
AND timing also matters.
Training should not only show up after something has gone wrong. When it does, it can start to feel remedial or reactive. Being ‘sent’ to training certainly has a different connotation.
Training is best when it fuels preparation, not punishment. It is one of the tools we should give people early enough that they can step into their roles with clarity and confidence the first time, not only after they have struggled or been left to figure it out on their own. Think of it like sending an outfielder to the pitching mound. You would not expect them to throw a slider! Training (specifically leadership and management training) should be an essential tool prior to stepping into the role.
And let’s face it; training is an investment of time and money. Results really are important.
So, before deciding if training is the answer, ask:
What problem are we actually trying to solve?
What skill, behaviour, or capability needs to improve?
Is this proactive, timely or remedial?
What results do we expect from training?
When you know this, training lands differently.
