Why this playbook matters
The first conversation with a stakeholder about a training request is critical - it sets the tone for your entire relationship and determines whether you'll be viewed as an order-taker or a strategic partner. Most stakeholders come to L&D with a solution in mind ("we need training"), but our job is to guide them toward identifying the real performance needs and business outcomes they're trying to achieve.
This template provides a structured approach to these crucial conversations, helping you gather the right information while building credibility and trust. It's designed to be flexible - you don't need to follow it exactly, but rather use it as a framework to ensure you're covering all essential aspects of the performance consulting process.
Core meeting objectives
- Transform training requests into performance discussions
- Move beyond the initial "we need training" request
- Guide stakeholders toward identifying root performance issues
- Help reframe the conversation around business outcomes
- Create space for exploring multiple solution options
- Establish clear business context
- Uncover the core business challenges driving the request
- Identify specific performance gaps affecting results
- Link potential solutions to measurable business outcomes
- Understand the urgency and priority of the need
- Define success parameters
- Establish clear, measurable performance outcomes
- Identify key metrics for measuring improvement
- Set realistic expectations about what's possible
- Create alignment on what success looks like
- Build strategic partnership
- Position yourself as a performance consultant
- Demonstrate business acumen and strategic thinking
- Set expectations for a collaborative approach
- Establish trust through thoughtful inquiry
- Create a clear path forward
- Define next steps in the analysis process
- Establish roles and responsibilities
- Set timeline expectations
- Agree on decision-making process
