Training is often a go-to solution in our nonprofits. But what if I told you that training isn't always the right solution?

In this episode, I discuss why jumping to solutions without first diagnosing the problem can be a bad idea, and I share some situations where training works well and others where a different solution is necessary.

▶️ Key Points:

01:20 Training may not be the right solution

02:27 What must always be the first step

03:49 Four good use cases for training

10:02 Five times when training doesn't work

12:11 Where you can learn to know when to use training

Is This Really a Training Problem?

In nonprofits, it’s easy to fall into the trap of thinking training is the answer to every problem. A staff member misses deadlines? Training. A team struggles with a new process? Training. Performance is lagging? Training.

But here’s the reality: not every problem is a training problem. And if we default to training without diagnosing the root cause, we risk wasting time, resources, and—most importantly—our people’s energy.

That’s why on episode 152 of Learning for Good, we are going to explore when to use training and when not to use training.

When to Use Training in Your Nonprofit

Training shines when people genuinely need new skills.

Some examples include:

Skills training – giving staff the tools to do their jobs more effectively.
Leadership development – preparing people managers to lead, not just execute.
Systems training – teaching staff how to navigate new tools or processes.

I’d also add onboarding because it’s an essential part of helping new hires understand their roles, systems, and culture.

In these cases, training equips people to do their work better. It’s a clear investment in capacity.

When Training Is Not the Answer

Sometimes, training looks like action, but it doesn’t solve the problem so it isn’t the right answer. For example:

Awareness campaigns – knowing isn’t the same as doing.
Reprimands disguised as training – if it’s a behavior issue, that’s a management conversation, not a training.
Quick fixes – when processes, structures, or accountability are the issue, training won’t move the needle.

Think of it this way: putting a bandage on a wound that actually needs stitches won’t stop the bleeding. Training in the wrong context feels the same way; it looks like progress, but it won’t get results.

How to Know When to Use Training

How do you know when training is the answer? Start by asking questions like:

What’s really happening right now?
What do we want people to do differently?
Is this a skill gap, a motivation gap, or a systems/process gap?
What else could solve this problem besides training?

We want to diagnose the problem before we create the solution.

Why Using Training Appropriately Is Important for Nonprofits

Resources in nonprofits are often stretched thin. We can’t afford to spend months building training that won’t actually fix the problem.

By pausing to diagnose first, you’ll:

Protect your staff’s time and energy
Invest in solutions that actually move the mission forward

Training has incredible power when used in the right context. But the most impactful thing we can do for our people and organizations is to ask the hard question: is this really a training problem?

To learn more about when to use training, tune into episode 152 of the Learning for Good podcast.

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