When someone requests training, I start by evaluating what's actually causing the performance gap. I use Human Performance Improvement frameworks, such as the Behavioral Engineering Model, to systematically identify root causes and assess whether there are unclear expectations, broken processes, missing resources, or actual knowledge deficits.

These frameworks work because organizations function as systems. Think of it like an ecosystem, where every plant and animal affects one another. A lack of training in one area often reflects issues elsewhere, like misaligned incentives, inadequate tools, or unclear performance standards. Systematic diagnosis reveals where intervention will actually make a difference.

Once I understand the root cause, I evaluate potential solutions and propose the most effective option(s). It might be training, but it’s often other solutions. When learning solutions are appropriate, I build scalable systems and measure outcomes to demonstrate business impact.