Learning teams are often asked to “fix performance” by building more training. Yet many persistent workplace problems—low adoption, poor execution, inconsistent leadership, disengagement—are not knowledge gaps. They are symptoms of broken workflows, fragmented systems, unclear ownership, and process friction that no course can solve.

This session challenges the reflex to build content first, instead introducing a systems-first diagnostic approach to performance improvement. Rather than defaulting to solution mode, you will learn how to determine whether training is the correct intervention or whether process redesign, workflow alignment, leadership clarity, or technology integration is required. Through guided activities and structured diagnostic exercises, you will apply a practical enterprise framework to real-world scenarios. You will map performance breakdowns, identify root causes, and practice distinguishing between capability gaps and systemic dysfunction. We'll review examples from a 10,000+ employee organization, demonstrating how shifting from “training the problem” to diagnosing the system increased adoption, reduced wasted training spend, and improved measurable performance outcomes.

In this session, you will learn to:

• Identify when a performance issue requires training versus process or systems repair
• Apply a repeatable enterprise diagnostic framework for evaluating performance breakdowns before designing learning solutions
• Reposition L&D from content producer to performance architect within your organization
• Align people, processes, and platforms to improve adoption and measurable business impact

This session is designed for learning leaders, instructional designers, and performance consultants familiar with traditional training needs analysis and program design. Attendees should understand basic L&D processes but do not need advanced technical expertise.