What happened
eLearning Industry published an August 9 article by Dr. Ravinder Tulsiani arguing that L&D teams should diagnose performance before accepting training requests. He proposes a five-stage sequence: business outcome, required behavior, capability evidence, performance conditions, and intervention decision.
Why it matters
The practical point is that a course may not address the cause of weak performance. Tulsiani writes that training can improve performance when people lack knowledge or skill and the workplace supports use. He cites a meta-analysis finding moderate positive relationships between peer, supervisor, and organizational support and training transfer, plus a review identifying 24 supervisor behaviors and attitudes that can support transfer.
What to do next
Before building content, ask stakeholders what outcome should change, what behavior is required, what evidence shows a capability gap, and which workplace conditions block execution. Use a short diagnosis when risk is limited. Treat the intervention as uncertain until evidence shows whether training, performance support, process change, or a combined response is warranted.
About this briefing
Reviewed by TutorFlow Editorial. We link the primary source, preserve its publication date, and distinguish reported claims from TutorFlow analysis. Our commentary focuses on practical decisions for educators and training teams.
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