Why traditional training fails — and how to play your best!
Most training programs feel productive but fail to create lasting change. Discover smarter, bolder ways to transform your leaders and teams for results that stick.
The Games We Play in Training Leaders
You want training programs that deliver results.
You want leaders who inspire, teams that thrive, and an organization that doesn’t just meet its goals—but smashes them.
But what if what you have now isn’t cutting it?
Here’s the truth: most training programs, even the ones packed with good intentions, fall into a trap.
↳ They tick boxes.
↳ They cover topics.
↳ They entertain.
And then? A workbook gets handed out, everyone claps, and a few weeks later—nothing changes.
No lasting impact. No real transformation.
Why? Because most organizations—and even trainers—start by playing the Conventional Game.
We play three games. And 90% of companies play the conventional game of training.
Let’s find out why.
The Comfortable Conventional Game
When I started training in 2004, this was my game too.
I thought being a trainer meant being the “expert.” My job? To deliver content-packed sessions and impress people with how much I knew.
Clients wanted outlines stuffed with topics. Eight hours to cover it all? No problem.
Participants listened, took notes, and walked out with a workbook.
It felt productive. Everyone smiled at the end of the day.
But here’s what kept me up at night:
A few weeks later, nothing changed.
Even the most dynamic sessions couldn’t make a real difference if the focus was just on delivering information.
And yet, 8 out of 10 companies still choose the Conventional Game.
Why?
↳ Because it’s comfortable.
↳ It’s familiar.
↳ Canned webinars, seminars, and pre-recorded courses feel safe. They come with long outlines and promise to “cover it all.”
But the truth?
If you want to make a real difference, you have to stretch. You need the courage to do less—to get more.
Some Are Braver Than Others
In 2010, everything changed for me.
I discovered the works of Thiagi and Mel Silberman, and they introduced me to something radically different:
Active and purposeful learning.
Training didn’t have to be about lectures and handouts. It could be engaging, interactive, and focused on solving real problems.
That’s when I stepped into the Brave Game.
I stopped trying to “cover everything” and started designing workshops where leaders tackled the challenges that mattered most.
These sessions were:
↳ Practical: Leaders walked away with actionable solutions.
↳ Engaging: Participants solved problems through exercises and simulations.
↳ Focused: We zeroed in on real-world issues that made an immediate impact.
And it worked.
Leaders left with tools they could use right away. Teams started addressing challenges more effectively.
But let’s be honest:
The Brave Game isn’t an easy sell.
It looks thin on paper.
No endless lists of topics. No impressive outlines.
Instead, it focuses on outputs and outcomes—and for some, that’s scary.
But for the bold few who took the leap? It delivered powerful results.
The Brave Game Works—But It’s Not Enough
The Brave Game solves today’s problems—and that’s a win.
But here’s the challenge:
The results don’t last.
Why?
Because leadership development isn’t a workshop. It’s a journey.
That’s why I moved to the next level: the Awesome Game.
This isn’t about quick wins or one-off solutions.
It’s about transformation.
And transformation? That takes commitment.
It takes courage to start—and the determination to keep going.
Let me be upfront:
Playing the A-game isn’t the norm. It’s not for everyone.
It’s a long game.
But for those who are ready? It’s a game-changer.
Even if you’re not sure you’re ready, I’ll describe it just the same. Because one day, when you are, you’ll know exactly what it takes to bring your best every day.
The Exponential A-Game
The Awesome Game is about thinking and playing bigger.
I discovered it by studying the works of Jack Welch, Joseph Grenny, and Ram Charan. They showed me how training could become a transformation strategy.
Then I explored Design Thinking and Learning Experience Design, which helped me align training with organizational goals and long-term impact.
This is where everything changed.
The Awesome Game doesn’t just solve problems—it transforms how leaders and teams think, act, and deliver.
Here’s what sets it apart:
↳ Strategic Alignment: Training becomes a tool to drive your organization’s vision.
↳ Immersive Learning: Participants engage deeply and take full ownership of their growth.
↳ Sustained Impact: Training becomes a launchpad for long-term success.
But here’s the kicker:
The Awesome Game requires more than just a trainer.
It demands the active participation of management.
For this level of transformation, I work with organizations for at least a year. Together, we:
- Align training goals with your vision.
- Design and deliver programs that create real results.
- Build systems that sustain success every single day.
When you play the Awesome Game, leaders don’t just leave with solutions—they leave inspired to create breakthroughs and build momentum that lasts.
Which Game Are You Playing?
Looking back, I can see how each game served its purpose:
- Conventional Training helped me start, but it couldn’t create lasting change.
- The Brave Game made a difference, but it was limited to solving immediate problems.
- The Awesome Game? It redefined what training could do—not just for participants, but for entire organizations.
So, which game are you playing?
Do you want to take your training to the next level?
| Feature | Conventional Game | Brave Game | Awesome Game |
|---|---|---|---|
| Focus | Covering as many topics as possible | Solving specific, immediate problems | Transforming leaders and teams strategically |
| Engagement | Passive—participants listen and take notes | Active—participants work through exercises | Immersive—participants own their growth |
| Results | Short-term knowledge that fades quickly | Effective solutions for today’s challenges | Sustained impact with momentum for the future |
| Content | Heavy outlines, packed with topics | Targeted sessions, focused on outcomes | Aligned with big-picture goals and strategies |
| Trainer’s Role | The “expert” delivering information | The facilitator solving problems | The partner driving transformation |
| Management Involvement | Minimal | Moderate—feedback on outcomes | Active participation to ensure alignment and success |
| Impact | Temporary improvements | Tangible solutions | Long-term, scalable growth |
Why Go All-In?
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I help people-first organizations build leaders.
Since 2007, I have worked with hundreds of organizations in the Philippines and abroad.
These are government leaders, multinational companies, small businesses, local governments, government agencies, and non-government organizations.
I partner with leaders that value people development and nation-building.
