Best Practices For Business-Aligned Training

A lot of time and money goes into corporate training—but not nearly enough comes out of it. In fact, companies spent $130 billion on training last year, yet only 25% of programs measurably improved business performance. Having run countless training workshops, I’ve seen firsthand what makes the difference. Some teams walk away energized and equipped. Others… not so much. If you’re involved in organizing training—whether for a small team or a large department—here’s how to make sure it actually works: ✅ Do your research. Talk to your team. What skills would genuinely help them day-to-day? A few interviews or a quick survey can reveal exactly where to focus. ✅ Start with a solid brief. Give your trainer as much context as possible: goals, audience, skill levels, examples of past work, what’s worked—and what hasn’t. ✅ Don’t shortchange the time. A 90-minute session might inspire, but it won’t transform. For deeper learning and hands-on practice, give it time—ideally 2+ hours or spaced chunks over a few days. ✅ Share real examples. Generic content doesn’t stick. When the trainer sees your actual slides, templates, and challenges, they can tailor the session to hit home. ✅ Choose the right group size. Smaller groups mean better interaction and more personalized support. If you want engagement, resist the temptation to pack the (virtual) room. ✅ Make it matter. Set expectations. Send reminders. And if it’s virtual, cameras on goes a long way toward focus and connection. ✅ Schedule follow-up support. Reinforcement matters. Book a post-session Q&A, office hours, or refresher so people actually use what they’ve learned. ✅ Follow up. Send a quick survey afterward to measure impact and shape the next session. One-off training rarely moves the needle—but a well-planned series can. Helping teams level up their presentation skills is what I do—structure, storytelling, design, and beyond. If that’s on your radar, I’d love to help. DM me to get the conversation started.

Demonstrating the value of learning is easier than you think! In a recent workshop with The Institute for Transfer Effectiveness, I demonstrated how! One workshop participant was designing safety training to help employees use Microsoft 365 strategically to prevent data breaches. She was struggling to capture the value of the program for organizational leaders to understand. I used an alignment framework that incorporates Rob Brinkerhoff’s 6 L&D value propositions and mapped out how to connect her learning program with metrics that matter to organizational leaders. Here’s what that looked like! Aligning learning activities, initiatives or programs to strategic business outcomes is like looking for the through line between disparate things: learning, human performance, departmental key performance indicators, and organizational metrics. This can feel nearly impossible. The glue that holds these seemingly disparate things together are Brinkerhoff’s 6 L&D value propositions. In the safety training example we started by identifying the most relevant value proposition for the program. In this case, it was Regulatory Requirements: a learning program designed to ensure employees are complying with industry specific rules and regulations. Then we connect the L&D value proposition (Regulatory Requirements) with the most relevant outcome for the organization. In this case, it was Net Profit. If employees are complying with industry-specific rules and regulations, this consistent practice will save the organization money in fines, lawsuits, or dealing with the unpleasant consequences of safety challenges (like a data breach). Then we must do the hard work unpacking what people will be doing to support the targeted departmental KPIs. If you’re struggling to figure out the KPIs, you’ll likely find them by asking department leaders what problem they are experiencing on a regular basis that they would like solved. In this case it was too many data breaches and too many outdated files on the server causing misinformation and inconsistent practices. I discovered that what people could be doing differently to support the desired KPIs was adhering to updated protocols on how to manage data and documents within the 365 suite. If people followed the protocols with 100% fidelity, departments would experience a reduction in data breaches. Now … we have the behaviors to target in our training program and the data to use to show the value of learning: Learning metrics: Training attendance and completion rates. Capability metrics: Percentage of fidelity to data and document protocols before and after training. KPI metrics: # of documents on the server that are outdated (being at 20% of lower), # of data breaches per department being at 1 or less annually. Organizational metric: Net Profit How will you use the 6 L&D value propositions and alignment framework to tell your learning value story? #learninganddevelopment #trainingstrategy #datastrategy

Training shouldn’t be a checkbox. It should change behavior, build culture, and drive business results. After 20+ years in HR, I saw the same problem over and  over again: companies investing in training that never leads  to real change. According to research from Harvard Business Review,  here’s what separates effective training from wasted time: 1. Start with a baseline You can’t improve what you don’t measure.  Track where people are before you begin. 2. Connect training to business goals If it doesn’t support a real outcome, it’s just noise. 3. Involve managers Employees apply what they see reinforced.  That starts with leadership. 4. Track behavior, not just completion Finishing a course doesn’t mean the learning stuck.  Look for what changed afterward. 5. Collect feedback continuously Don’t assume it’s working.  Ask, adjust, and evolve. This is what we build our programs around. Because I don’t believe in training for the sake of it.  I believe in learning that sticks, and makes people better at what they do.

𝗧𝗵𝗲 𝗜𝗺𝗽𝗮𝗰𝘁 𝗼𝗳 𝗟&𝗗 𝗼𝗻 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 🚀 Ever feel like your Learning and Development (L&D) initiatives aren’t translating into actual performance improvements? Don't get frustrated. It happens to many organizations, who struggle with a disconnect between L&D activities and tangible employee performance gains. This gap can lead to skepticism about the real value of L&D efforts. The cost of inaction? L&D programs that fail to deliver measurable results can waste resources and erode trust, leaving your team unconvinced of their benefits. But don’t worry—there’s a way to bridge this gap and ensure your L&D initiatives drive real performance enhancements. Here’s how: 📌 Set Clear Performance Objectives: Start by defining what success looks like. Identify the specific skills and competencies you want to develop and how they will impact job performance. Clear, measurable goals are crucial for tracking progress and demonstrating value. 📌 Align L&D with Business Goals: Ensure your L&D programs are directly tied to your organization’s strategic objectives. This alignment ensures that training efforts contribute to broader business goals, fostering a culture of continuous improvement. 📌 Regularly Measure Impact: Implement robust metrics to evaluate the effectiveness of your L&D initiatives. Use performance data, employee feedback, and key performance indicators (KPIs) to assess how training translates into on-the-job improvements. 📌 Use Real-World Scenarios: Design training programs that incorporate practical, real-world scenarios. This approach helps employees apply new skills in a context that mirrors their daily responsibilities, making the learning experience more relevant and impactful. 📌 Foster a Learning Culture: Encourage a culture where continuous learning is valued and supported. Provide opportunities for ongoing development and recognize employees’ efforts to enhance their skills. A supportive environment boosts motivation and engagement. 📌 Provide Continuous Feedback: Offer regular feedback to employees on their performance and progress. Constructive feedback helps them understand their strengths and areas for improvement, guiding their development journey. 📌 Leverage Technology: Utilize digital tools and platforms to deliver personalized, on-demand learning experiences. E-learning modules, mobile apps, and virtual simulations can make training more accessible and engaging. By designing L&D programs with clear performance objectives and consistently measuring their impact, you can ensure that your training efforts lead to real, measurable improvements in employee performance. This approach not only enhances individual capabilities but also drives organizational success. Have insights on aligning L&D with performance goals? Share your thoughts in the comments below! ⬇️ #LearningAndDevelopment #EmployeePerformance #Training #HR #BusinessGrowth #ContinuousImprovement