Training isn’t the problem – intent is.

I was reminded once again: we already know the theory — TNA, ADDIE, evaluation beyond smile sheets, alignment with business strategy. The frameworks work.

But in 𝐫𝐞𝐚𝐥 𝐰𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞𝐬…🤨🙄🤔

• Deadlines override diagnosis
• Training rolls out before gaps are clarified
• Evaluation stops at attendance
• Coaching: the bridge to sustained change –> becomes optional

That’s when learning becomes activity, not capability.
And capability building is 𝐧𝐨𝐭 an HR initiative. 𝐈𝐭’𝐬 𝐚 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐚𝐧𝐝 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬𝐢𝐦𝐩𝐞𝐫𝐚𝐭𝐢𝐯𝐞.

Because when applied with discipline, learning 𝐬𝐭𝐨𝐩𝐬 being a cost centre.
It becomes a strategic lever.

In 2026, maybe we don’t need more training. 𝐖𝐞 𝐧𝐞𝐞𝐝 𝐦𝐨𝐫𝐞 𝐜𝐨𝐮𝐫𝐚𝐠𝐞 𝐭𝐨 𝐞𝐱𝐞𝐜𝐮𝐭𝐞 𝐢𝐭 𝐫𝐢𝐠𝐡𝐭.