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Stop Training Dysfunction
Organizations continue to respond to performance challenges by training harder instead of diagnosing smarter. When productivity dips, turnover rises, or execution breaks down, the default response is often to deploy more learning without first asking whether knowledge is the true problem. In reality, most performance gaps stem from broken workflows, disconnected systems, unclear leadership expectations, or process friction that no amount of training can fix.
This session reframes HR’s role as the enterprise’s diagnostic engine, moving from content creation to performance engineering. Drawing from real-world experience leading Learning & Development for a 10,000+ employee hospitality organization, this session explores how cross-functional HR leaders can build visibility across operations, IT, talent, and frontline teams to uncover the true root causes behind capability gaps.
Attendees will learn how to determine when training is the right intervention versus when systems, processes, or leadership governance must be addressed first. The session introduces a practical diagnostic framework for evaluating performance breakdowns before investing in enablement solutions, realigning HR teams from reactive problem-solvers to proactive enterprise partners.
Participants will leave with tools to increase adoption of HR technology by eliminating tool overload, improve leadership readiness through workflow clarity, and drive measurable gains in productivity, retention, and employee experience not by adding programs, but by fixing the systems that shape daily performance.
This session reframes HR’s role as the enterprise’s diagnostic engine, moving from content creation to performance engineering. Drawing from real-world experience leading Learning & Development for a 10,000+ employee hospitality organization, this session explores how cross-functional HR leaders can build visibility across operations, IT, talent, and frontline teams to uncover the true root causes behind capability gaps.
Attendees will learn how to determine when training is the right intervention versus when systems, processes, or leadership governance must be addressed first. The session introduces a practical diagnostic framework for evaluating performance breakdowns before investing in enablement solutions, realigning HR teams from reactive problem-solvers to proactive enterprise partners.
Participants will leave with tools to increase adoption of HR technology by eliminating tool overload, improve leadership readiness through workflow clarity, and drive measurable gains in productivity, retention, and employee experience not by adding programs, but by fixing the systems that shape daily performance.
Learning Objective 1
Distinguish between true skills gaps and performance issues caused by broken processes, disconnected systems, or unclear leadership workflows before defaulting to training as the solution.
Learning Objective 2
Apply a diagnostic framework to uncover root causes of performance breakdowns across HR, operations, technology, and talent functions.
Learning Objective 3
Design integrated enablement solutions that align people, processes, and platforms to improve adoption, leadership readiness, and measurable business outcomes.
Access Type
Expo OR Conference Pass