2026年5月20日

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Most training requests are just guesses and they’re costing you more than you think.

Most organizations are flooded with training requests. But what if those requests are solving the wrong problems? This episode explores how shifting from a training mindset to a performance mindset can completely change the value L&D delivers. It breaks down how to challenge assumptions, ask better questions, and focus on measurable outcomes that actually move the business forward.

Nigel Harrison, a psychologist and global expert in performance consulting with decades of experience advising organizations worldwide, shares a practical model for uncovering real performance gaps and identifying solutions that go far beyond training. The conversation dives into how to build trust with stakeholders, avoid becoming an order taker, and reposition L&D as a true business partner driving meaningful results.

Key Takeaways

I’ve learned that most requests for training are actually requests for solutions—not clearly defined problems—and jumping straight to delivery adds no value.
I now focus on identifying performance gaps first, using questions to uncover what’s really happening and what success actually looks like.
I’ve realized that building rapport and understanding the client’s world is what allows me to challenge assumptions without resistance.

Timestamps

[00:00] Introduction to performance consulting

[01:30] Why training is often the wrong starting point

[03:00] The shift from training to performance thinking

[05:00] Why managers jump to solutions

[07:00] How to respond to training requests effectively

[10:00] The 3 phases of the performance consulting model

[12:00] Measuring performance gaps (not training outcomes)

[16:00] Why training needs analysis is flawed

[20:00] Psychology, rapport, and influencing clients

[28:00] Real-world example: solving without training

[35:00] The shift to virtual coaching and better outcomes

[39:00] The single most powerful question to ask

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