Years ago, a company hired me to train their managers in leadership.
They had the budget. They had eager participants. They had a full schedule of workshops.
But when I asked, “What do you want these leaders to achieve?” the HR director hesitated.
“We want them to have leadership skills.”
“Great,” I said, “but to lead where? Toward what?”
Silence.
They had focused so much on what to train that they had forgotten why.
That’s the problem with most training. It teaches skills without strategy.
Like teaching people how to drive without telling them where they’re going.
The best training? It’s not just about learning—it’s about winning.
Great leaders aren’t born—they’re built, habit by habit.
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1. Start with the Vision, Not the Skills
Most companies pick training programs like a buffet. A little leadership here, some problem-solving there.
But skills only matter if they serve a bigger purpose.
Whenever I train, I begin with one question:
“What’s the boldest goal you want to achieve?”
Because once that’s clear, I can design training that positions people to execute it.
↳ Before planning any training, ask: What’s the game-changing outcome we need?
2. Don’t Train for Knowledge. Train for Execution.
I’ve seen companies send their teams to workshops just to check a box. They leave with certificates—but no plan to apply what they learned.
So I changed my approach.
At the start of every training, I tell participants:
“You’re not here to learn. You’re here to execute.”
Because information without action is worthless.
↳ Every training should answer: “How will we apply this immediately?”
3. Train Only What Moves the Needle
A business owner once asked me to train his employees in 10 different skills.
“We want them to be well-rounded,” he said.
But well-rounded doesn’t win. Sharp and focused does.
So I asked, “What’s the ONE skill that would make the biggest difference in your business?”
We scrapped the other nine and doubled down on the one that mattered most.
The result? Faster growth. Less wasted effort.
↳ Don’t train everything. Train the essential.
4. Connect Every Skill to Business Strategy
Training often feels disconnected from real work. That’s because it’s taught in isolation.
When I train leaders, I don’t just teach skills—I show them how each skill moves the business forward.
↳ If you’re teaching sales techniques, tie them to revenue goals.
↳ If you’re training leaders, show them how it drives company growth.
↳ If you’re improving communication, link it to faster decision-making.
Without a clear connection, training feels like extra work. With it, it becomes a competitive advantage.
5. Train Leaders to Think, Not Just Follow
Most training teaches steps. But what happens when the situation doesn’t match the script?
That’s why I push leaders to think strategically, not just execute tactics.
I challenge them with real-world problems. I make them decide under pressure. I force them to figure things out.
Because in the real world, the best leaders don’t wait for instructions—they create solutions.
↳ Don’t just teach skills. Teach decision-making.
6. Make Training the Start, Not the End
One company I worked with spent millions on leadership training.
A year later, nothing had changed.
Why? Because training isn’t a one-time event—it’s a continuous process.
When I design training, I always include:
↳ Pre-training assignments to set the stage.
↳ Real-world projects to apply the lessons.
↳ Follow-ups to measure progress and adjust.
Learning isn’t about what happens in the room. It’s about what happens after.
7. Train for Outcomes, Not Hours
A client once asked me to deliver a three-day workshop.
I asked, “Why three days?”
“That’s the standard format,” they said.
Terrible reason.
If I can achieve the outcome in one day, why waste two more?
↳ Forget traditional formats. Train for speed, efficiency, and results.
8. Eliminate What’s Not Working
Most training programs never get reviewed.
Once, I asked a company’s HR team when they last audited their training. They couldn’t remember.
So I had them do a simple test:
“Which training has directly improved performance?”
Half of their programs failed. They kept training because it was tradition, not because it worked.
↳ Review every training program. If it doesn’t create real change, cut it.
Skills Without Strategy Are Just Extra Work
If you’re training people without a clear purpose, you’re wasting time and money.
Train with intent. Train with precision. Train with a direct path to results.
Because at the end of the day, training isn’t about filling minds.
It’s about positioning people to win.
Want to Cut Through the Noise in Your Organization?
Most teams aren’t struggling because of a lack of training. They’re struggling because they’re overwhelmed by too much noise and unclear priorities.
Read Make the Vision Unmistakably Clear next.
Because when vision is clear, strategy becomes obvious—and training becomes unstoppable.
