How to Raise the Bar of Training Initiatives? The 2022 Plan

Almost two-thirds of training initiatives fail, even in this age of high-performance standards and increased data analytics. If that sounds strange, think back to the last time you attended a training session that resulted in measurable and long-term behavior change. When we question executives about behavior change and the impact of training, we usually receive a long pause followed by a thoughtful and pained expression. Regrettably, the training bar remains too low. Training is the only business process that we can think of that has lower expectations. The bar for training must be raised.

Table of Contents

What should you consider? 

  • Strategic Business Link: A business connection that is both urgent and persuasive. 
  • Assessment of Individual Skill Gaps: A thorough comprehension of individual skill gaps. 
  • Performance support and Coaching: Participants’ bosses provide consistent and timely performance coaching. 
  • Measurement of training’s impact on the company and change accountability. 

Solution with 3 key characteristics: 


Adoption: The new skills, information, and behavior must be adopted on a regular basis. Behavior change and performance improvement will stall if skills aren’t adopted. 

Relevance: Each learning solution must be very relevant in order for business alignment to occur. You’d be better off buying books on the subject if the information isn’t relevant; you’ll get the same result. 

Impact: The impact on the business must be tracked, measured, and reinforced. 

A lack of Coaching plan and individual skill gap assessments: 


A disproportionate amount of training failure is caused by a lack of skill assessments and coaching plans at the group and individual levels. 

Prior to designing or delivering new training program, the majority of corporate learning initiatives continue to skip meaningful skill assessments. 

When asked, most training professionals mistakenly blame failed learning on factors such as participant materials, program length, location, facilitator personality, content, and instructional design. If only it was that simple. Changing one’s behavior is a continuous process, not a one-time occurrence. 

5 major questions to ask: 

  1. Is there a clear direction agreed upon by the leadership?

We knew that a lack of consensus among the leadership team would be a surefire way to fail to meet objectives. The training goals need to be set and should be extrapolated to business goals that leadership agrees upon before the training program should even kick off. 

  1. Do you have the leadership buy-in?

Not just the direction, do you also have their buy-in for the initiatives? How invested are they in the success of the program. What are the KPIs and metrics that are agreed upon? How often will the analytics and reports will be measuring the performance of ongoing L&D initiatives? Are there any plans for course correction if things don’t go the way they are expected to? Is leadership involved in these discussions? These questions should help you plan and execute the training program with much efficiency. 

  1. Know the skill gap of your Target Audience?

It’s time to compare individual, group, and organization skill gaps to a recognized benchmark. 

The skill assessment should be conducted online, and the results will provide you with a clear image of the person, group, and company: 

  • Customization needs 
  • Differences between high and low performers 
  • Barriers to success 
  • Strengths and opportunities 
  • Barriers to success 
  1. Participants Have a Game Plan?

Going into a major training program without a defined game plan sounds a bit insane. It’s difficult to enhance your performance if you don’t know where you stand, what’s expected of you, or what alternatives you have. Do the learners know what is expected out of them? Are they going into the program well-prepared? Do they need any additional input before they start? 

  1. Serious About Getting Results?

If the results are crucial to you. This entails approaching your learning endeavor as a journey rather than a one-time event. That implies you should invest based on the outcomes you want. 

  • Create a sense of urgency and creative tension to entice people to participate. 
  • Kickoff: Get the ball going by kicking off the change process and predisposing participants. 
  • Exactness: Make sure the training is tailored to your specific needs. 
  • Set a benchmark for progress by establishing baseline measures. 
  • Buy-In: Obtain buy-in from the beginning. 

So, are you ready to raise the bar of your training programs in 2022?

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