From Training To Transformation: Solving Business Challenges On-The-Job

"In 2024, organizations spent approximately $398 billion globally on training, yet 70% of employees report they don't have the skills needed to do their jobs effectively [1]. Only 12% of employees apply new skills learned in training to their jobs [2]. A Harvard Business Review study found that 75% of managers are dissatisfied with their company's Learning and Development (L&D) programs."

"Training is supposed to change behavior and drive business outcomes. These stats say that despite massive investment, traditional training often fails to solve the real business challenges it was designed to address. The problem isn't that organizations lack training. It's that most training programs focus on the 10% of learning (formal training) rather than the 70% ( on-the-job experience) where real behavior change happens. When business challenges persist despite training efforts, it's time to rethink the approach."

Organizations spent approximately $398 billion on training in 2024, yet 70% of employees report lacking necessary job skills, and only 12% apply new skills at work. Seventy-five percent of managers express dissatisfaction with Learning and Development programs. Most training emphasizes formal instruction—the 10% of learning—while neglecting the 70% represented by on-the-job experience where behavior change occurs. Business challenges such as declining renewal rates, safety incidents, and turnover are behavior-driven and require solutions that reshape everyday work practices. Learning and Development frequently operates in a silo disconnected from strategic priorities, creating a transfer problem where information does not produce measurable behavior change.

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