If Your Training Feels Like a Tick-Box… It Probably Is

We’ve all sat through it. The obligatory training session. Endless PowerPoint slides loaded with jargon. Activities that feel forced. A certificate at the end. And not a single thing changes afterwards.

If your training feels like a box-ticking exercise, it probably is. And your learners can feel it, too.

At the TwentyOne Leadership L&D Academy, we work with L&D managers and internal training teams who are ready to break free from the cycle of ‘deliver, tick, repeat’. They want to create learning that’s strategic relevant, and performance-focused. And the truth is, it starts with changing the role your training team plays.

Here’s how we help you move from box-ticking to business-changing.

1. We Help You Redefine What Training Is For

Box-ticking training exists because it’s easy. It looks like progress. It satisfies compliance. But does it change anything? Rarely.

At the L&D Academy, we challenge your team to stop asking, ‘What should we teach?’ and to start asking, ‘What should people do differently?’ That simple shift moves training from being content-driven to performance-driven.

2. We Build the Skills to Design Real-World Learning

Most box-ticking training fails because it doesn’t connect to the real world. It’s too abstract, too theoretical and too generic.

We teach your trainers how to make learning contextual, relevant and brain friendly. That means real scenarios, job-focused activities, and design that’s built for how people actually learn and apply new skills.

When learners say, ‘I used that the next day’, you know you’re onto something.

3. We Teach You to Engage Line Managers (Not Just Learners)

No one embeds training like a good line manager. But in box-tick training, they’re completely absent. No prep. No follow-up. No accountability.

At the L&D Academy, we show your team how to involve managers from the very beginning, making them partners in development. When managers reinforce learning, it moves from theory into behaviour change.

4. We Build in Follow-Up That Drives Change

A one-off training session, no matter how engaging, won’t shift behaviour. And yet, many training programmes end the moment the session does.

We help your team develop follow-up systems – coaching conversations, nudges and reflection prompts that embed learning over time. Learning that’s spaced, repeated and reinforced is learning that sticks.

5. We Give Your Team Commercial Confidence

Many training teams feel like support functions, reactive, undervalued, and rarely at the decision-making table.

We help your trainers build their internal influence, speak the language of business, link training to ROI and position themselves as true enablers of performance and culture.

It’s Time to Ditch the Tick-Box Mentality

Your people deserve more than passive learning. Your business needs more than good intentions. And your L&D team? They’re capable of delivering training that transforms – not just ticks boxes.

At the TwentyOne Leadership L&D Academy, we equip training teams with the tools, mindset and confidence to create programmes that matter.

Ready to make training count? Contact me today matt@twentyoneleadership.com and let’s rewire your learning from box-ticking to business-driving.