You, yes you... Stay Inspired

Today marks the first anniversary of my company, Dialogue-7, and our main product, the Relationship-Focused Learning Platform. As I reflected on this milestone, someone made an offhand remark: "Maybe it's time to quit." At that moment, a wave of anger overtook my typically positive brain. It unsettled me.

But rather than let it discourage me, it did the opposite—it ignited a fire within me. That comment reminded me why I started this journey in the first place: to challenge the status quo about the skills we are teaching our teams, to innovate, and to inspire change. At that moment, I realized that this determination drives me forward and should drive all of us in our respective paths.

However, this experience also prompted me to think about why so many organizations struggle to invest in training and development, even when it's more crucial than ever. It has, undoubtedly, been a challenge for me to get people to invest in our program. The challenges are real—tight budgets, shifting priorities, and the pressure to show immediate ROI. Yet, the underlying issue is often not the lack of funds but the approach and perception of training itself.

Organizations are hesitant to invest in training because it’s often seen as a cost center rather than a strategic enabler. Training programs focusing solely on transactional skills—how to perform specific tasks—can be seen as low-value and easy to cut when budgets tighten. But what if we shifted our perspective? What if training was recognized not just as a necessity but as a catalyst for the growth of your revenue AND your people?

Here’s how we can make that shift:

1. Redirect Your Investment to Teaching Relationship-Focused Skills

Transactional skills are essential, but they are not the endgame. Relationship-focused skills, on the other hand, empower people to deliver explicit long-term value, and VALUE IS THE GAMECHANGER. Relationship-focused skills help individuals identify the best relationships for their business and the core needs of their clients and colleagues. It creates lasting connections that survive through economic crises. By investing in training that prioritizes relationship-centric capabilities, you can create a workforce that is not just task-oriented but value-driven.

2. Connect Training Efforts to Specific Metrics

To justify investment in training, it’s essential to tie relationship-focused training directly to measurable outcomes. This means aligning your training programs with key business metrics such as acquisition, retention, product and service enrichment, and advocacy—not just for customers but for employees, partners, and the community at large. When training efforts are connected to these critical areas, it becomes clear how learning and development initiatives contribute to the overall success of the organization. Teach people to understand your business model, your value proposition, and how to tie relationships to revenue operation metrics.

3. Restructure Your Training Organization to be Proactive

Many training organizations operate reactively, responding to problems as they arise. This approach limits the potential impact of training. Instead, training should be proactive, aligned with the broader business strategy, and designed to anticipate future needs. By restructuring your training organization to be forward-thinking, you ensure that it’s not just a support function but a driving force behind your company’s strategic goals.

Let’s challenge our assumptions about training and development and recognize it as a powerful tool for building resilient, relationship-focused organizations.

This experience made me realize that I absolutely CAN NOT quit, especially when what we do is essential to transformational business growth. ?

??I write about the things that help people connect... jcquintana.com