Training is the laziest—and often the worst—solution organizations reach for.

Most organizations rush into training without asking the most important question: what’s the real problem we’re trying to solve? In this episode, Tom Bailey, a seasoned people development maverick, breaks down why traditional training often misses the mark—and what to do instead.

Listeners will discover how to separate real skill gaps from deeper organizational issues, why performance consulting models are essential, and how to create measurable outcomes that actually change behavior. Whether you’re in HR, leadership, or team development, this episode will shift the way you think about learning forever.

Key Takeaways

1. Training requests often mask deeper issues like resources, management, or structure—not just skills gaps.
2. Real people development starts by clarifying the exact behavior change or outcome desired.
3. Using a performance consulting model helps diagnose, address, and measure what truly matters.

Timestamps

[00:00] Don’t jump straight into training

[00:09] Why organizations default to “more training”

[00:22] Asking the critical outcome question

[00:36] When the issue isn’t training at all

[00:52] Examples of hidden causes: resources, pay, shifts

[01:05] Why L&D often misses the real gap

[01:15] The trap of traditional schooling bias

[01:25] What real learning and development should do

[01:35] Using performance consulting to diagnose issues

[01:45] How to measure behavior change that matters

Links

• Tom Bailey on LinkedIn
• Tom Bailey Website