In an organization, the training department is often viewed as the “fun” department rather than a partner or resource for development. How is this image or reputation created? Often, it’s because people aren’t familiar with everything the department has to offer, or all the steps, processes, analysis, development, solutions, etc. that go into training. In addition, training is sometimes viewed as a “one size fits all” solution, meaning it can solve all problems. In fact, training is not always the solution to a performance gap (if the gap even exists). If training is provided when the problem lies elsewhere, the department won’t be seen as a credible resource.