In the age of information overload, finding a course is no longer difficult.
What is truly complex is understanding which training is really needed, and from whom to get it.
Every day, companies of all sizes receive training proposals, webinar invitations, upskilling paths, and catalogs full of acronyms.
Yet, often the training remains… ineffective.
1. Finding is not choosing
Course platforms and training event portals are everywhere.
But finding a proposal does not mean choosing the right one: a connection between real need and training solution is required.
The problem today is not the offer.
It is the excess of undifferentiated offers.
How can you tell if a leadership course is right for my middle management?
Or if a public speaking course is intended for those who need to sell or for those who need to speak to an internal audience?
The point is not the title.
The point is the context, the target, and the concrete objective.
2. Effective training comes from a well-posed request
Many companies fail to make the most of training simply because they do not request it properly.
A vague request (“we need a team working course”) will receive vague responses.
A well-structured request – even with the help of a training professional – allows coaches, organizations, or consultancy firms to better personalize the intervention, optimize time, and deliver tangible results.
The problem is not just finding who provides courses.
The problem is creating a common language between those who need training and those who can provide a tailored solution.
3. Matching is not intermediation, but interpretation
True training matching is not just connecting two parties.
It is about reading a complex need and translating it into a training proposal through a reasoned selection.
This can happen in many ways:
- through training and work experts,
- through guided needs collection processes,
through digital tools that facilitate intelligent dialogue between seekers and providers.
It is not about "selling courses" but about building effective training bridges.
4. Those offering training must learn to listen
On the other side, providers – coaches, trainers, organizations – often focus on promoting their pre-made offer.
But true strength today lies in those who can respond to a specific need, not in those with the longest catalog.
A paradigm shift is needed:
From “here’s what I offer” to “tell me what you need.”
This is where the difference between offered training and chosen training is made.
5. Where are we headed? The future is in conscious matching
The future of training will not only consist of more digital content or more sophisticated tools.
It will be about smarter connections between people, needs, and solutions.
Training matching is not a function to delegate to an algorithm.
It is a human challenge: interpreting, selecting, and choosing carefully.
And when it works, it really makes a difference:
- Improves company climate,
- Strengthens skills in a targeted way,
- Makes people feel heard, not just trained.
Conclusion
True innovation in corporate training is not the content.
It is the right connection between those who know what is needed and those who know how to make it happen.
The good news?
We can all learn to make this connection better.
With method, listening, and new awareness.
Team Tableda
Editorial staff