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Lead Change With Confidence: Data-Backed Strategies for Navigating Organizational Shifts

This e-book breaks down the real challenges of change by size, industry, and culture—offering proven models, practical takeaways, and insights from hundreds of learning leaders to help you drive change, not just manage it.

Transformation Through Training: L&D’s Role in Change Management shares data-backed insights on:

• How prepared most organizations are to manage change
• The most common challenges learning professionals face with change initiatives
• Suggested best practices for making L&D an ally of change management

How To Use This Report

In recent years, training has taken on an increasingly strategic role in helping organizations navigate change. From upskilling and reskilling to onboarding new technologies and processes, L&D teams are expected to be the engine behind transformation.

However, while training is often positioned as the solution, its impact doesn’t always match the intent.

Despite best efforts, many change initiatives still fall short — not because L&D isn’t doing its job, but because organizational change is inherently complex. It’s not just about delivering content and “checking boxes;” it’s about shifting mindsets and behaviors while also building a culture of continuous learning and agility.

Here’s why change (and training for it) is so challenging:

• Change triggers uncertainty. Employees already worry about job security, shifting roles and unfamiliar expectations, which can cause hesitation or resistance when faced with new processes or ways of doing business.
• Organizations often lack a clear vision. Without a compelling “why” that also addresses the “how,” change can feel arbitrary or even threatening.
• Cultural inertia is stronger than you might expect. Even when leadership is on board, long-standing habits and norms can slow progress.

In this environment, L&D professionals are being asked to do more than deliver training — they’re being asked to lead transformation. That means designing learning experiences that not only build skills but also foster trust, resilience and adaptability. It also means balancing where the organization has been with where it’s trying to go next, even when that destination isn’t fully defined.

Benefits of Purchasing the Report

This research is designed to help L&D professionals and decision-makers gain a clearer understanding of what drives — and derails — change initiatives. The barriers to success in change management training are often different from those seen in traditional training efforts.

The full report provides insights on:

• Why traditional training often falls short when applied to change initiatives. Learn what makes change management training uniquely complex — and what to do differently.
• The most common and likely overlooked reasons change efforts fail. From cultural resistance to communication breakdowns, the report will help you anticipate and address issues before they derail your initiatives.
• Guidance grounded in research, not guesswork. With data from 366 learning leaders across industries, this report offers a rare, evidence-based look at what organizations are really doing (and where they’re struggling).
• Support for building a business case. Use the findings to advocate for investing in more robust, targeted change management training. The data speaks directly to the business impact of getting change right and the cost of getting it wrong.