Making the Next Best Move
Whether you're dealing with a performance gap, planning ahead, or trying to decide if a training program is even the right answer — work through four questions and get a clear recommendation for your next best move.
Before you start: Think of one real situation you're navigating right now — something you're trying to solve, improve, or figure out where to begin. Keep that in mind as you go through these questions.
Interactive Diagnostic
Not every problem needs a program. Walk through the diagnostic I use to figure out what — if anything — learning and development should actually do.
Question 1 of 4 — What brings you here?
What brings you here?
Something isn't working
Results are falling short, behavior isn't changing, or something that should work simply isn't.
We want to get better before we have to
We want to develop people, build skills, or prepare for something on the horizon — not because something is broken, but because we want to be ready
Question 2–3 of 4 — Your organization right now
How aligned is leadership on this priority?
Fully aligned
Leaders are championing this. There is visible sponsorship and shared urgency.
Partially aligned
Some leaders are on board. Others are skeptical or disengaged. Consensus is still forming.
Not yet aligned
Leadership hasn't committed or isn't in agreement. This priority is competing with others.
How are the people affected by this likely to respond?
Open and willing
People have the bandwidth and the willingness. There's curiosity and openness to trying something different.
Tired and stretched thin
People have been through a lot recently. There isn't much bandwidth left, and trust in new initiatives is fragile.
Skeptical or resistant
There's visible pushback. People don't see the need, don't trust the process, or have been burned by similar efforts before.
Question 4 of 4 — The nature of the problem
At its core, what is the problem really about?
They don't know how
People genuinely don't know how to do this yet, or haven't had the opportunity to practice and develop the skill.
They don't know why or what's expected
The capability may be there, but something else is getting in the way — unclear expectations, a "why" that hasn't landed, or not enough reason to do things differently.
Something in the environment is in the way
The environment itself may be making it difficult — tools, processes, incentives, or structures that aren't set up to support the behavior you're looking for.
Want to talk through a real situation?
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