Problem:
First, training should start with identifying a performance problem or need, not just delivering information. Someone has to know what the training is supposed to accomplish in a performance outcome sense, not just informational. Pollock, Jefferson, and Wick (2025) specifically say that training should be linked to business outcomes. If you can't answer the question of what someone should be able to do differently after training, then you probably don't have a good program. Training also has to be tied to the job. This goes back to people being engaged when they can see how training relates to their daily tasks. If it's just seen as something you have to do, then it becomes "check-the-box" training. Job-based examples and real-world scenarios help with this, and research supports that training should be job-related to improve effectiveness (Salas et al., 2012). Make it active. People don't learn by listening to someone talk or clicking through slides. Learning happens by doing. Providing opportunities for individuals to practice what you're teaching improves retention and performance (Noe, 2020).Lastly, follow-up. This is probably the biggest takeaway from The Six Disciplines. If you do not reinforce what was taught in training, individuals will forget most of it within a few ew weeks. Coaching, feedback, and application all play into this reinforcement piece (Pollock et al., 2025). In the Air Force, I have seen this firsthand. Sometimes training gets completed and documented. Need Assignment Help?