Outlining the Needs of Training Managers and Directors

1. What typically motivates training professionals

A. Professional survival & credibility

Their role is often under pressure:

So they are motivated by:

Emotionally: they want to be seen as “strategic,” not “administrative.”

B. Reducing chaos

Most training environments suffer from:

They are motivated by:

C. Helping employees succeed (but practically)

They usually do care about their learners, but in a pragmatic way:

2. Their core goals

1) Compliance & risk management

Especially strong in certain industries:

Failure = legal risk + reputational damage.

2) Operational efficiency

3) Measurable business impact

4) Budget justification

Training Managers and Directors constantly need to answer the question:

“Why are we spending money on training?”

3. A variety of major concerns

A. Choosing the wrong technology

Most Training Managers and Directors are risk-averse.

B. Internal resistance or friction

C. Time

Anything that increases workload is really a non-starter.

D. Being blamed

Training often gets blamed.

4. Many factors can cause managers to make changes

Top triggers

1) Compliance failure or near-miss

This is often the #1 concern.

2) Executive mandate

3) System breakdown

4) Growth or complexity

5) Budget pressure

6) Peer pressure

5. Success Indicators




















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We work with corporate and public-sector training managers to simplify compliance training, reduce admin workload, and modernize their training systems in a way that’s realistic for small teams and tight budgets.