The “Training Fix” Reflex

The deadlines keep slipping. Results vary from one person to the next. A new process that seemed promising isn’t taking hold. When something isn’t working, it’s natural to consider training as the solution. After all, helping people learn and grow is at the heart of improvement.

But the most effective organizations don’t stop at what people need to learn; they also ask why the challenge exists in the first place. Sometimes learning is exactly what is needed. Other times, it’s not.

Starting with curiosity rather than assumption opens the door to smarter, more targeted solutions that truly drive better performance.

Not Every Problem Is a Learning Problem

Performance challenges often have multiple layers. Gilbert’s Behavior Engineering Model (1978) reminds us that performance depends not only on knowledge and skills, but also on clear expectations, feedback, resources, and motivation.

Sometimes the issue isn’t about what people know; it’s about what they’re able to do within the systems, tools, or constraints of their environment. When processes are unclear, expectations are inconsistent, or tools are missing, no amount of training will fix it.

If the barrier is systemic, such as confusing workflows or unavailable resources, training can create more frustration without addressing the root cause.

The key is to begin with curiosity, not assumptions. Ask thoughtful questions and identify what’s missing. Let those insights guide the next step, whether that’s training, process redesign, or something else entirely.

Learning Works Best When It Starts with the End in Mind

When learning is the right solution, the most important question becomes: What do people need to be able to do differently?

That question is more than a box to check; it’s the foundation for building learning that has real impact. Clear outcomes make it easier to:

• Choose the right approach and focus effort where it matters most,
• Design meaningful practice and application opportunities, and
• Measure whether the learning worked.

Without a clearly defined outcome, even the most engaging experience can feel like noise. But when you start with the desired behavior or result, every decision, from content to delivery, has purpose.

The Pressure Is Real

Organizations today face more change, complexity, and competing priorities than ever before. Digital transformation, workforce transitions, and new technologies are reshaping how people work and learn.

According to ATD’s 2025 State of the Industry Report, formal learning hours per employee have declined, while informal, experiential learning continues to grow. In this environment, learning can’t be a default reaction. It must be a strategic investment aligned with real performance needs.

Vivayic’s Perspective: Start with the Outcome, Then Work Backward

At Vivayic, we believe every effective learning experience begins with a clear, measurable outcome. Without it, design decisions become guesswork, and success is difficult to define.

That’s why we start by asking:

• What specific behavior, skill, or action should the learner be able to demonstrate after the experience?
• How will we know the learning is successful?

Once the outcome is clear, it serves as the anchor for everything else. It shapes the learning content, delivery, and measurement. It ensures the investment drives real results.

Before You Create, Step Back

If you’re planning a new learning initiative or refining an existing one, pause to consider:

• What do we want learners to do differently?
• Is learning the right tool to support that change?
• What might be affecting performance outside of knowledge or skill gaps?
• How will we observe and measure success in a meaningful way?

Learning that is aligned to clear outcomes drives behavior, builds confidence, and supports organizational goals. But learning that lacks focus? That just fills time.

If you’re unsure whether a workplace challenge calls for training or something else, we can help you diagnose before you design. Schedule a short Discovery Call and come ready to share one challenge you’re facing. We’ll help you determine whether learning is the answer—or if another approach will create greater impact.

“If I had an hour to solve a problem, I’d spend 55 minutes thinking about the problem and 5 minutes thinking about the solution.”
— Albert Einstein