When Your Training Process Works (Even When It Feels Like It Doesn't)
Today marked the first Training Room Office Hours—a space I've created for clients who've embraced the principles we use to build effective training programs. During this 60-minute open session, clients can bring implementation challenges, ask for clarification on facilitation styles, or simply get encouragement when things don't go as planned.
Monica joined with a question that turned into a powerful reminder for every leader managing training programs.
The Unexpected Disruption
Monica had just facilitated her onboarding program when something unexpected happened. Not a catastrophic failure. Not a complete breakdown. Just one unique circumstance that didn't fit the usual pattern.
And it rattled her.
As she walked me through the details, I listened for gaps in her process, missing steps, or unclear protocols. But here's what I found instead: Monica had followed every process exactly as designed. Her facilitation was solid. Her content aligned with her organization's values. Her structure worked.
The problem wasn't her process. The problem was that one unusual situation made her question everything she'd built.
Why Leaders Abandon Good Processes
According to Deloitte's research, organizations with strong learning cultures are 92% more likely to innovate and 52% more productive. Yet many leaders abandon effective training processes the moment something unexpected occurs.
Here's what typically happens:
You spend months developing a training program that reflects your organizational values. You test it. You refine it. You implement it successfully multiple times. Then one person has an experience outside the norm, and suddenly you're questioning whether the entire system works.
Sound familiar?
This is where confidence in your process matters more than perfection in every outcome.
The Real Issue Wasn't the Process
By the end of our conversation, Monica realized something important: she didn't need to overhaul her onboarding program. She needed to trust the processes already in place.
Her onboarding program worked. It had worked before this incident. It would work again after.
What she needed was perspective—a reminder that unique circumstances don't invalidate effective systems. They're simply data points that help you understand when and how to apply flexibility within your framework.
Two hours after our call, Monica sent this email:
"Thanks for this opportunity. Your feedback and suggestions were very helpful."
What Confidence in Your Process Looks Like
When you trust your training processes, you can:
* Distinguish between a process problem and a people problem. Not every challenge means your system is broken. Sometimes it means you encountered a unique situation that requires individual attention within your existing framework.
* Make adjustments without abandoning the foundation. Strong processes allow for flexibility. When something unexpected happens, you can adapt in the moment while maintaining the integrity of your overall program.
* Build team confidence through consistency. When leaders trust their processes, teams feel that stability. Employees know what to expect, which creates psychological safety and improves learning outcomes.
The Question Every Leader Should Ask
Before you scrap your training program because of one challenging experience, ask yourself: Is this a process issue or a confidence issue?
If your training program aligns with your organizational values, if you've seen it work before, if the structure is sound—then what you might need isn't a new process. You might just need reassurance that your system can handle the unexpected.
Because here's the truth: no training program will prevent every unique circumstance from occurring. The goal isn't perfection. The goal is a process strong enough to guide your team through challenges while staying true to your organization's values.
Where Does Your Confidence Stand?
Monica's experience reminds us that sometimes the best training support isn't about fixing what's broken. It's about recognizing what's already working.
When was the last time you evaluated whether your training processes actually reflect your organizational values? If you're not sure where your program stands or if recent challenges have shaken your confidence, that's worth exploring.
Take the free Training Assessment Quiz to get a score-based report with recommendations on where your training program is strong—and where small adjustments could make a significant difference.
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