Throw Training at the Problem to Fix it

Apr 8 / Russ Watsky
It’s a classic trap: a manager notices a performance gap, assumes the team 'just doesn't know how,' and calls for a mandatory training session or new training to be developed. As a human performance and instructional design consultant, I’ve seen too many 'training solutions' fail because they were treating a symptom rather than the disease.

At LearningIQ, I believe training is a precision tool, not a magic wand. If you use it to fix the wrong problem, you're not just wasting time, money, and resources; you're frustrating your best people.

Ask yourself these 4 questions: 

1. Are role-based expectations well documented and integrated?
2. Are employees hitting roadblocks due to processes or systems?
3. Are proper motivations in place to achieve the desired goals?
4. Are environmental factors (e.g., outdated tools, etc.) the culprit?  

There is NO POINT to training if the root cause isn't identified first.

The Knowledge Gap Myth

Training ONLY solves one specific problem: A lack of knowledge or skill. If an employee could perform the task if their life depended on it, but they aren't doing it now, you don't have a training problem. You have a performance environment problem. Throwing a slide deck or video at a motivated but hindered employee is like trying to fix a car’s empty gas tank by giving the driver a manual on how internal combustion engines work.

Four Hidden (in Plain Sight) Performance Killers

Before throwing a course at employees, it's critical to analyze these four areas. If ANY of these are broken, no amount of training will move the needle:
1. Lack of Clear Expectations
This is perhaps the most prevalent and preventable performance killer. Many organizations rely on high-level, generic job descriptions that fail to define what 'success' actually looks like day-to-day.

As a role naturally evolves and responsibilities morph, the gap between the original job description and reality widens. Without a clear, updated roadmap of expectations, even the most skilled employees can find themselves working hard on the wrong things. In the absence of clarity, employees are forced to use a 'survival compass', relying on what they see others doing (whether right or wrong) and vague notions of how to get through the day without causing friction.
2. Inefficient Processes & Systems
Is the 'way we’ve always done it' actually a roadblock?

If your software is clunky or your approval chain is five people long, training your employees to stay on top of others, follow up, and work faster will insult their intelligence. You need a process redesign, not a workshop.

3. Missing Incentives & Motivation
Human behavior is driven by rewards and consequences. At its most basic, children stop playing with power sockets after they're shocked and learn to behave when rewarded with candy. 

If your organization does not reward for doing it right... AND does not consistently hold employees accountable for NOT meeting expectations, then training isn't the issue. You cannot 'train' someone to care if the organizational culture doesn't value the output. 

This is where coaching, employee development, and documented accountability come into play.

4. Environmental Constraints
Are you asking your team to run a marathon in hiking boots?

Whether it's outdated tools, a loud workspace, or a lack of necessary data, environmental hurdles can throttle performance even for your most skilled veterans.

The LearningIQ Philosophy: Root Cause First

To truly Unlock Potential, we have to stop guessing. A comprehensive Performance Analysis is the most critical step in any development project. By identifying the root cause of a gap before designing a solution, we ensure that when we do build training, it’s because it’s the high-impact tool needed to drive that 65% performance lift we strive for.
LearningIQ Can Help!
For more information on implementing CX or Learning Strategies organization-wide, check out LearningIQ's services.

 The Bottom Line
If they know how to do it but aren't doing it, stop training and start investigating.