Preparing Your Organization for Change: The Key to Maximizing Training Impact

As a curriculum creator, facilitator, and consultant, I’ve had countless conversations with staff and leadership across industries. Time and time again, certain themes emerge. Staff members often express how impactful trainings are, but they also point to a recurring barrier: the absence of executive leadership in the process.

While facilitating, I consistently highlight the power and autonomy that leaders have in their respective roles. I encourage participants to explore ways they can apply what they’ve learned to create meaningful change. Yet, the same feedback surfaces repeatedly: "This is great, but for us to really succeed, leadership needs to be here with us.”

This reoccurring challenge got me thinking about how we can start the year with intention. As executives and decision-makers aim to foster growth and success within their organizations, there’s a key element that often gets overlooked—the preparation and engagement of their teams. This article is the first of 2025 in my leadership series, and I want to spotlight this challenge as a way to help organizations set the foundation for effective training, sustainable growth, and real change.

1. Start by Assessing Needs—Together

Before bringing in any training, ask yourself:

• Is this training addressing a need that my staff is aware of? It’s one thing to identify pain points, such as staff retention or missed targets, at the organizational level. But if employees don’t see the same need—or understand why the training matters—they’ll struggle to connect with it.

When I consult with organizations, I emphasize the importance of inviting team members into this conversation. Ask questions like:

• Where do you feel stuck or unsupported?
• What do you think would help us grow together as a team?

This kind of open dialogue ensures that the training feels relevant and inclusive, which is key to getting buy-in.

2. Prepare Your Team for the Training

Training can’t just “show up” on your team’s calendar. To maximize its impact, you need to lay the groundwork:

• Communicate the “why.” Share why the training was chosen, the outcomes you’re hoping for, and how it connects to your organization’s goals.
• Set expectations. Let employees know how this training is meant to support them and where you see opportunities for growth.

When staff understand the purpose and the opportunity, they’re more likely to attend with an open mind, ready to engage.

3. Create Space for Learning

When was the last time you asked yourself:

• Are my team members being given the time and space to fully engage in the training?
• Have I adjusted workloads or schedules to allow them to be present?

As a facilitator, I often see participants who are distracted by emails or looming deadlines because they weren’t given the space to step away from their daily responsibilities. Creating that space signals that you value their learning and want them to succeed.

4. Follow Up and Support Implementation

One of the most common reasons training efforts fall short is the lack of follow-through. Leaders often bring in workshops or training series but don’t create opportunities for staff to apply what they’ve learned.

Ask yourself:

• How will I check in with my team after the training? Schedule follow-ups to ask what they learned, what excited them, and where they feel supported—or unsupported—in implementing changes.
• What structures am I putting in place to sustain growth? Whether it’s additional coaching, peer support groups, or regular check-ins, your team needs to know that their learning journey doesn’t stop at the end of the training session.

Why Executive Presence Matters

As I reflect on years of facilitating and consulting, I’ve noticed that organizations with engaged leadership see the greatest success with trainings. When executives attend sessions, express curiosity about what their team is learning, and commit to growth alongside their staff, the outcomes are transformative.

Staff often tell me, “Leadership needs this too,” or “I wish they were in the room.” And it’s not just about leaders sitting through the training—it’s about creating a unified vision for growth and change, one where every level of the organization is aligned and committed.

Reflective Questions for Leaders

To better prepare your organization for training success, consider these questions:

1. Is this training reflective of a need that my staff recognizes?
2. How have I prepared my team members to engage fully in the training?
3. What steps have I taken to support them in applying what they’ve learned?
4. How will I follow up to ensure lasting change and growth?

As we enter a new year, I hope this article inspires leaders to approach training and change with greater intention. By fostering transparency, engagement, and ongoing support, organizations can maximize the impact of their efforts and create lasting growth.

At Never Stop Growing Coaching & Consulting (NSG), I work with organizations to develop leadership strategies that stick. If you’re ready to take your training efforts to the next level, let’s connect.

You can reach me at [email protected] to explore how our offerings can support your team’s success.