Why Every Great Outcome Starts with a [Great] Process

When training isn’t working, the instinct is often to add more: more courses, more content, more tools. But before you build anything new, there’s a critical step that too many organizations skip—understanding where things are right now. That’s where training needs analysis comes in. It’s not about pointing fingers or finding faults; it’s about clarity. And clarity is the foundation of effective processes, meaningful training, and sustainable improvement. You Can’t Fix What You Don’t Fully Understand A training needs analysis helps answer questions such as: What are people actually doing today? Where are processes breaking down? What training exists—and is it being used? Are issues truly training-related, or are they process issues? Without this insight, training becomes guesswork. You may solve the wrong problem, overlook root causes, or create solutions that don’t stick. Understanding the Current State Is a LEAN Principle LEAN thinking emphasizes understanding the current state before designing the future state . The same applies to training. If employees aren’t following a process, it may be because: The process isn’t clearly defined Training doesn’t reflect real work Expectations aren’t consistent The workflow has changed but training hasn’t A needs analysis helps uncover these gaps so training can support the process—not work against it. Training Should Solve Real Problems Effective training starts with purpose. A needs analysis ensures that: Training aligns with business goals Objectives are measurable and meaningful Learning addresses real performance challenges Time and resources aren’t wasted When organizations understand where they are now, they can design training that moves them forward intentionally. Where the Power of Process Fits In If you’re unsure where to start—or you know things aren’t working but can’t quite pinpoint why—the Power of Process Workshop on January 6 is a great first step. This workshop that I designed in collaboration with Adriana Torres of The Process Reinvention is designed to help leaders, managers, and training professionals: Identify where processes and training disconnect Understand the role training plays in process efficiency Apply LEAN thinking to real workplace scenarios Begin asking the right questions before building solutions It’s not about fixing everything in one day—it’s about gaining the clarity needed to move in the right direction. The Bottom Line A training needs analysis isn’t an extra step—it’s the step. It grounds your training in reality, connects learning to process, and ensures improvements are intentional and effective. Before you invest in new training, new tools, or new programs, pause and ask: Do we truly understand where we are today? If the answer is “not yet,” January 6 might be the perfect place to start. Interested in learning more about the Power of Process workshop? 📅 When: Tuesday, January 6, 2026 🕘 Time: 9:00–11:00 AM 📍 Where: Greater Merrimack-Souhegan Valley Chamber of Commerce 👉 Register here to reserve your spot!

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For decades, the trades have been the backbone of our communities. Electricians, HVAC technicians, plumbers, maintenance professionals, appliance repair specialists—these skilled experts keep our homes, businesses, and daily lives running smoothly. But like every industry, the trades continue to evolve. New technologies emerge, safety standards change, and customer expectations rise. That’s why training and continuing education aren’t just “nice to have” in the trades—they’re essential. 1 . Technology Is Advancing Faster Than Ever Modern systems are smarter, more efficient, and more complex. From energy-efficient HVAC units to connected appliances and updated building codes, staying current means staying competitive. Continuing education helps technicians: Understand new tools and technologies Troubleshoot modern systems with confidence Deliver higher-quality service with fewer callbacks Professionals who stay ahead of these changes are the ones clients trust—and refer again and again. 2. Safety Standards Are Always Updating The trades are hands-on and often high-risk. Updated safety practices protect not only the technician, but also the customer and the job site. Ongoing training ensures that workers: Meet current OSHA standards Understand new safety protocols Reduce workplace accidents and costly errors A knowledgeable worker is a safer worker—and a safer workplace benefits everyone. 3. Customers Expect Skilled, Adaptable Professionals Homeowners and businesses rely on tradespeople for expertise they don’t have themselves. Continuing education reinforces professionalism, builds confidence, and supports stronger customer relationships. When technicians are trained well, customers see it in: Faster, more accurate service Better communication Clear explanations and solutions In an industry built on trust, education is one of the strongest tools for reputation and reliability. 4. The Skilled Trades Workforce Is Changing Many experienced tradespeople are retiring, and younger workers are stepping in to fill the gap. Training is critical for: Preserving decades of knowledge Building strong foundations for new workers Creating consistency across teams and companies Structured training programs also make trades careers more accessible and appealing to new talent. 5. Career Growth Depends on Skill Growth Whether someone is new to the industry or has been working for years, continuing education opens doors. It can lead to: Promotions and leadership roles New specialties and certifications Increased earning potential The ability to start a business or mentor others In the trades, learning truly equals opportunity. 6. The Industry—and the World—Needs Skilled Workers As technology grows and infrastructure ages, qualified tradespeople are more valuable than ever. Schools, businesses, and employers that invest in quality training aren’t just supporting their workers—they’re supporting the future of their communities. Final Thoughts: Education Isn’t a One-Time Event—It’s a Professional Lifeline The most successful tradespeople are the ones who never stop learning. Training builds confidence, improves efficiency, strengthens safety, and elevates the entire industry. Whether through apprenticeships, certification programs, workshops, or on-the-job skill development, continuing education keeps the trades strong—and keeps workers prepared for whatever comes next. If you’d like help designing training, setting up apprenticeship programs, or improving skill development in your organization, I’m here to help.

Whether you’re designing a new training program or setting company-wide goals, one thing is certain: success doesn’t happen by accident. It requires clarity, direction, and measurable outcomes. That’s where well-crafted objectives come in. Objectives are more than a list of things you hope will happen—they are intentional statements that guide decisions, align teams, and create accountability. When done right, they bring focus, motivation, and momentum to your organization. Here’s how to create objectives that truly make an impact. 1. Start with the Why Before writing a single objective, ask yourself: What problem are we solving? Why does this matter right now? What will be different when we’re successful? This clarity becomes your anchor. When everyone understands the purpose behind a goal or training initiative, they engage more fully and stay aligned even when challenges pop up. 2. Make Objectives Clear and Specific Vague goals sound inspiring but don’t create direction. ❌ “Improve customer service.” ✔️ “Reduce customer wait times by 20% by improving frontline communication skills.” For training, specificity matters even more: ❌ “Teach managers how to lead better.” ✔️ “Equip managers with three communication techniques to improve team engagement and reduce misunderstandings.” If people can’t picture the goal, they can’t reach it. 3. Use the SMART Framework SMART objectives are: Specific Measurable Achievable Relevant Time-bound This framework works beautifully for both training outcomes and organizational goals. Example: “Increase onboarding training completion rates from 65% to 90% within six months.” It’s clear, measurable, realistic, tied to business needs, and has a defined timeline. 4. Connect Objectives to Business Outcomes Training shouldn’t exist in a vacuum. For example: If the company wants to reduce rework, training could focus on quality checks or standardization. If the company wants stronger leaders, training might emphasize communication, feedback, and coaching. When objectives connect to real business needs, they have purpose—and leadership support. 5. Involve the Right People Great objectives come from collaboration. Consider including: Frontline employees Managers Subject matter experts HR or training teams Stakeholders impacted by the change Different perspectives strengthen your objectives and create built-in buy-in. 6. Consider Skills, Behavior, and Mindset A good training objective isn’t just about what people will know—it’s about what they will do differently. Think in terms of: Skills (What will they be able to do?) Behaviors (How will their actions change?) Mindset (How will their approach or confidence shift?) This ensures your objectives are practical, actionable, and tied to real-world performance. 7. Define How Success Will Be Measured Success must be visible and trackable—or it’s just hopeful thinking. Measurement could include: Assessments or skills demonstrations Productivity metrics Customer feedback Quality or safety improvements Employee engagement scores Observation or coaching reports When people know how success is measured, they’re more motivated to reach it. Whether you’re developing a new training initiative or outlining company-wide goals, well-defined objectives are the foundation of meaningful progress. They help leaders lead, employees focus, and organizations move with purpose. When your objectives are aligned, clear, and actionable, you create a roadmap that guides your team toward success—one step at a time.  If you’d like help creating strong, strategic training objectives or aligning them with your business goals, I’d be happy to help!

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When was the last time you really looked at the training your employees are taking? Are you seeing a return on your investment—or theirs? Employees spend valuable time away from their regular duties to complete training, and employers invest an average of $1,500 per employee each year. Training is an essential part of any business. It keeps employees informed, skilled, and motivated—and shows them that you value their growth. When employees feel supported, they’re more likely to stay and contribute at a higher level. But training can easily become routine—something that’s done simply because it’s required. So ask yourself: when was the last time you reviewed your training program? Does it align with company goals, departmental objectives, and employee development needs? Is it still relevant and effective, or is it outdated and uninspiring?  Continuous improvement isn’t just for operations—it applies to training too. Here are a few ways to keep your training program fresh and effective: Evaluate regularly. Review your training annually to ensure it still meets business goals and employee skill needs. Gather feedback. Ask participants what’s working and what isn’t—then actually use that feedback to improve. Measure outcomes. Look beyond attendance. Track on-the-job application, performance improvements, and ROI. Update content. Refresh outdated materials and incorporate new tools, technologies, and delivery methods. Create a culture of learning. Encourage curiosity, growth, and open discussion about development needs. Investing time in improving your training ensures it stays impactful—and keeps your team learning, growing, and performing at their best.

Training is one of the most important—but often overlooked—parts of every business. Too often, employees dread it. It’s seen as something you just have to do, rather than something valuable. Yes, some training is required, but it doesn’t have to feel like the bane of everyone’s workday. We’ve all heard the groans: “I don’t have time.” “It’s boring.” “Why do I have to waste time doing this?” I’ve even said it myself—and I actually enjoy training! So, how do we shift this mindset? How do we create a sense of motivation and purpose around training instead of dread? First, there has to be a learning culture in the workplace. When employees understand that their growth fuels the company’s growth, training becomes more meaningful. Second, leaders need to communicate the “why”—the goals and benefits of each training. When people know how it connects to their role and the business, it stops feeling like busywork. Finally, the training itself needs to be relevant and engaging. Poorly delivered content will lose learners within minutes. Training is not a waste of time. It’s an investment. The more informed and skilled employees are, the better the results for your products, your customers, and ultimately, your profit. Don’t trivialize it—leverage it.

I’m so excited to share that the Maintenance Technician Apprenticeship Program has officially been approved by the U.S. Department of Labor! This program has been a year in the making, starting with an idea from Elm Grove Companies in Hooksett, NH, born out of the growing need for skilled maintenance technicians at a time when fewer people are entering the field.  The maintenance technician role is such a unique and important profession—it requires the combined skills of a carpenter, electrician, and plumber, along with a strong customer service mindset. Unfortunately, the profession has not always been recognized as such, making it difficult to attract new applicants. This new program changes that. It blends on-the-job learning with coursework at Manchester Community College and NHTI, providing both hands-on skills and academic knowledge. Over the past year, I had the privilege of working closely with a small team of content experts at Elm Grove, with the incredible support of Apprenticeship NH and the Association of Builders and Contractors (ABC NH/VT), who are serving as the official sponsor. What makes this even more exciting is that the program isn’t just statewide—it’s now national! Other states can use the competencies and adapt the coursework to their own needs, creating a consistent, recognized pathway for this vital profession. It’s a huge boost for the industry, and I’m absolutely thrilled to have contributed. Personally, I worked on developing the competencies and skills framework as well as navigating the logistics of the approval process. It’s incredibly gratifying to see the vision of Elm Grove Companies come to life and to know that this program will help raise awareness and respect for such an essential career.