The True Goal of Training and Consulting: Fostering Independence, Not Dependency

One of the things I care deeply about in my work—whether I am training, consulting, or guiding someone through a complex process—is helping people become self-sufficient. My goal is never to make someone feel like they have to keep coming back to me just to get by. Real value, in my mind, comes from empowering others, not from creating a cycle of dependency on my expertise.

Sadly, knowledge hoarding is a common practice. Some professionals guard what they know, either to preserve their job security or to keep clients coming back. But I cannot get behind that. Seriously, ask yourself: Is it better to keep people dependent, or is there a higher standard we should aim for?

The Responsibility to Make Others Self-Sufficient

When I train or consult, I am driven by a clear goal: transfer enough knowledge and skill so that the people I work with feel capable and confident. Think about it this way: imagine you are teaching someone to drive, but you only show them how to go straight. If they want to learn how to turn, stop, or parallel park, they have to keep coming back to you. Some trainers do this intentionally, but I find it ethically wrong. It is not fair, and it certainly is not sustainable.

Instead, I believe in giving people a full toolkit, even if that means they do not need me as often down the road. Because when people are confident enough to handle problems themselves, that is when you know you did your job right.

Short-Term Advantage vs. Long-Term Impact

I get it: hoarding knowledge may feel like a smart way to keep your clients around. Sure, it might keep the revenue flowing in the short term. But let us be real—this pales in comparison to the long-term benefits of empowering people. When I share what I know openly and give others the ability to stand on their own, I am not just fixing immediate problems. I am giving them a foundation for the future.

And when people realize you genuinely care about their success, they remember it. They remember that you did not just patch things up but gave them the tools to handle it themselves. Often, this leads to more meaningful, long-term relationships, where any help they need later can be deeper and more strategic, rather than just going over the basics again.

Meaningful Relationships Start with Empowerment

When people become independent, new possibilities open up. If a client no longer needs me for elementary tasks, we can move on to bigger and better challenges. We can dive into complex projects or innovate together. The dynamic shifts from teacher and student to equal partners working towards a shared vision.

Take my role in information security consulting, for example. My job is not to set up a system that only I can manage. No, my job is to train people so that they feel confident and knowledgeable about their own security measures. That way, if they do call me back, it is to discuss high-level strategy or address a new and complex threat, not to troubleshoot the basics.

Empowerment is Not a Threat; It is a Legacy

I have come to realize that giving others the confidence to handle their own problems does not lessen my value. In fact, it increases it. When people feel capable and grateful for what they have learned, they often become champions of your work. They know they can reach out if needed, but they are also out there telling others how your approach helped them change the game.

And honestly, there is something uniquely satisfying about watching someone grow and thrive on their own. It is a sense of fulfillment that dependency-driven relationships just cannot match.

The Ripple Effect of Knowledge Sharing

To me, the true legacy of a good consultant or mentor is the independence of the people they have helped. Knowledge hoarding might seem appealing at first, but in the grand scheme of things, empowering others creates a more meaningful impact. When I share what I know, it builds a foundation that someone else can stand on—and that is a legacy I am proud to leave behind.

So, how do you strike the balance between guiding and empowering in your work? I would love to hear your take on the importance of fostering independence in professional relationships.