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Should you invest deeply in a smaller group—like new managers—or offer training to everyone? The right answer depends on your goals, your people and the kind of impact you’re trying to make.
Here’s how the two approaches compare:
A deeper investment in one group (like new managers)
What works well
- Higher impact per person: More time and support means real skill-building
- Manager ripple effect: Stronger managers shape stronger teams
- Tighter business alignment: Easier to tailor training to specific goals
- Easier to measure ROI: Smaller group means clearer data
- More engaging: Coaching and live learning keep people involved
Where it falls short
- Limited reach: Not everyone gets access, which can lead to frustration
- Slower change: Culture shifts take longer if only one group is involved
- Risk of disengagement: Others may feel left out and check out
When this makes sense
- You need stronger leadership fast: Leadership development or key skill-building (e.g., decision-making, coaching) is a priority
- Succession planning is a priority: There’s an urgent need to improve management effectiveness or succession planning
- You want clear data on outcomes: Measuring impact through leadership effectiveness or retention rates is critical
A broader investment across the company
What works well
- More people benefit: Development feels accessible, not exclusive
- Builds a learning culture: Consistent signals that growth matters
- Scalable impact: Skills like communication or digital fluency help everyone
- Supports retention: People stick around when they feel invested in
- Helps with big shifts: Can support DEI or change management at scale
Where it falls short
- Less depth: Broad training can be surface-level, which isn’t ideal for lasting behavior change
- Harder to track results: Impact is spread out, making outcomes harder to track
- Lower engagement risk: If training feels generic, people tune out
When this makes sense
- You’re focused on building a culture of learning
- A wide range of skill-building is needed across roles
- Equity and access to learning are top priorities
A simple, yet strategic, framework to help you choose
Ask a few key questions:
- What’s the business priority right now? Is it stronger leadership or a better-skilled workforce overall? What are the biggest talent and performance gaps?
- What do employees want?: Look at survey data, skills assessments and feedback to find out what employees asking are for
- What gets you the most impact for your budget? Where will investment drive the highest value? Would a smaller, high-impact program justify its cost more than a broad initiative?
- Can it grow later? Choose something that fits now and can scale over time.
Why a hybrid approach works for most teams
For many organizations, a blended strategy works best. They offer focused training where it matters most, and broad access for everyone else.
Example:
- High-impact training for managers: Live, expert-led sessions on topics like feedback, emotional intelligence and change management
- Broad access for everyone: Live learning on a wide range of skills like communication, AI, resilience and collaboration
Leveraging external learning partners
A good learning partner can help you do both—go deep and scale. They bring expert instructors, flexible formats and tools like AI Simulations that keep people engaged without overloading your team.
Make training fit your goals
There’s no one-size-fits-all learning strategy. What matters is that your training supports the outcomes your business cares about, like stronger leadership, higher retention or a more capable team.
Whether focusing on a select group or offering training at scale, a strategic learning investment will drive growth, engagement and business success. Choose what fits, invest smart and make sure the learning actually moves the needle.
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