Why Training Fails (and What Nonprofits Should Do Instead)
If you are a nonprofit L&D pro, you know how to design learning experiences. You've got the experience. Yet, sometimes the training we spend time and money creating doesn't work.
And if you are a nonprofit leader, you want to make sure what you spend valuable time and resources on works.
Over the years, I've spent a lot of time thinking about this issue, and that's why in this episode, we're exploring the reasons why so many trainings fail and how to avoid that outcome because your mission depends on it.
▶️ Key Points:
01:20 The reality of unsuccessful trainings
03:42 #1 Solving the wrong problem
06:12 #2 The scope is just too big
07:31 #3 Behavior change principles are missing
09:35 #4 The lack of wraparound support
10:16 #5 Not actually measuring anything meaningful
Nonprofits know that people are at the heart of their mission. That’s why so many leaders invest in training. Equipping staff feels like the best way to build capacity, improve performance, and scale impact.
And I agree.
But here’s the challenge: training doesn’t always work.
Not because training itself isn’t valuable, but because it’s misused or misunderstood. In episode 154 of Learning for Good, I unpack the five most common reasons training doesn’t work—and what you can do differently to ensure your investment pays off.
Is Training the Right Solution?
One challenge I’ve found is that we haven’t asked ourselves if training is the best solution. Sometimes, what looks like a training issue is actually a systems, process, or leadership problem.
If you don’t diagnose the root cause first, you risk building the wrong solution… or solving the wrong problem.
Have you Determined the Training Scope?
Many times, someone in the organization wants training, and they want to pack it with everything they know. They want that one training to solve every problem.
When this happens, the scope of that training grows and grows.
What started as 2-3 clear learning objectives ends up with 42 side points.
The challenge is: we know that’s not how the brain works.
We have to narrow the scope of the training and stick with it.
Have You Used Behavior Change Principles?
Knowledge doesn’t equal behavior change.
We have to take into account how humans change behavior. That means, we need to think about 1) the prompt - what will cue them to change behavior, the motivation - 2) why would they want to change, 3) the routine - how it happens, and 4) the reward.
For more information on designing for behavior change, check out this article and podcast episode.
Was Training One-and-Done?
Change is not a one-time event, and training shouldn’t be either. Change requires ongoing support, coaching, and opportunities to apply new things on the job.
With training, we should offer wrap-around support whenever possible.
What Training Metrics Are You Measuring?
Measuring training can feel complicated.
But if we don’t measure it, we don’t know if it’s working.
We need to measure not just satisfaction but also change.
How Should You Design Training for Your Nonprofit?
Yes, training sometimes fails, but the solution isn’t to abandon training. It’s to be more intentional and approach it differently.
Start with a diagnosis so you know you are solving the right problem with the right solution.
Tighten the scope of the training. If this is a challenge, point back to organizational goals or individual impact.
Incorporate behavior change principles.
Create wrap-around support for the training.
Measure your efforts so you can iterate as needed.
To learn more about why training fails, tune into episode 154 of the Learning for Good podcast.
Additional Resources Just for You
Other Helpful Podcast Episodes:
Subscribe to the Nonprofit L&D Insiders.
Join the Nonprofit L&D Collective.
Support the Learning for Good Podcast
Become a sponsor.
Ask a question or suggest a topic.
We love hearing from listeners!