Insights & Perspectives
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Training Isn’t Always the Answer: Start With Performance
Performance problems aren’t always capability problems. Before prescribing training, examine the roles, processes, tools, reinforcement, and measures surrounding the work.
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Practice should look like performance
Effective practice should resemble the performance employees will be expected to deliver. Knowing about the work isn’t the same as being able to perform it when it matters.
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Training Problems aren’t always Training Problems
When L&D receives a request for training, the most important question isn’t what to teach—it’s what employees need to do differently. Starting with performance leads to better learning decisions and better results.
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Start Strong: The First Conversation That Sets the Tone for the Entire Training Project
The first conversation about a training request can define the entire partnership. A thoughtful discovery discussion helps uncover the real performance need while establishing L&D as a strategic partner rather than an order-taker.
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Leadership can be lonely—but it doesn’t have to be
Leadership can change relationships and make honest feedback harder to find. Building a trusted circle of people who can challenge, encourage, and offer perspective helps leaders avoid carrying the weight alone.
Ideas grounded in the work
Practical perspectives on organizational performance, workforce effectiveness, learning, operating models, adoption, and the realities of turning strategy into execution.