In this journey

1. Analyses a manager's request for a training course, identifies the gap between current and required performance, and judges whether its cause is a skill gap that training can close or a problem in systems, incentives or tools that needs another solution, which he documents.
2. In a high-impact case, selects the delivery mode that best fits the target group, operational constraints and budget, with its rationale, and defines before launch the indicators of on-the-job application and business impact, their data sources and collection timing.
3. Evaluates a programme's evaluation data from more than one level and source, and selects the evidence-backed recommendation to continue, revise or stop it, without treating learner satisfaction alone as proof of success.
4. Reviews a training design prepared by a less experienced colleague against a quality-criteria checklist, and distinguishes written, actionable feedback from general feedback that does not help the colleague improve.