When a stakeholder says, “We need training,” I start by understanding the business problem rather than immediately designing a course. I ask what is happening today, what should be happening instead, who is affected, and what evidence shows there is a performance or knowledge gap.
From there, I determine whether the root cause is actually a learning need. Sometimes training is the right solution; other times the issue is a process, technology, communication, resource, or workflow problem that training alone won’t solve. If training is appropriate, I identify the specific behaviors and outcomes learners need to achieve and then select the right modality—such as eLearning, VILT, job aids, coaching, or blended learning.
I also define success measures upfront so we can evaluate whether the solution changed the desired behavior or business outcome. My goal is never to build training simply because someone requested a course; it’s to build the right solution for the problem.
