The L&D stakeholder meeting playbook

When stakeholders request training, they're really saying "We have a performance problem." Your initial meeting sets the tone for whether you'll be viewed as an order-taker or strategic partner. This guide helps transform training requests into meaningful performance discussions.

Why this playbook matters

The first conversation with a stakeholder about a training request is critical - it sets the tone for your entire relationship and determines whether you'll be viewed as an order-taker or a strategic partner. Most stakeholders come to L&D with a solution in mind ("we need training"), but our job is to guide them toward identifying the real performance needs and business outcomes they're trying to achieve.

This template provides a structured approach to these crucial conversations, helping you gather the right information while building credibility and trust. It's designed to be flexible - you don't need to follow it exactly, but rather use it as a framework to ensure you're covering all essential aspects of the performance consulting process.

Core meeting objectives

  • Transform training requests into performance discussions
    • Move beyond the initial "we need training" request
    • Guide stakeholders toward identifying root performance issues
    • Help reframe the conversation around business outcomes
    • Create space for exploring multiple solution options
  • Establish clear business context
    • Uncover the core business challenges driving the request
    • Identify specific performance gaps affecting results
    • Link potential solutions to measurable business outcomes
    • Understand the urgency and priority of the need
  • Define success parameters
    • Establish clear, measurable performance outcomes
    • Identify key metrics for measuring improvement
    • Set realistic expectations about what's possible
    • Create alignment on what success looks like
  • Build strategic partnership
    • Position yourself as a performance consultant
    • Demonstrate business acumen and strategic thinking
    • Set expectations for a collaborative approach
    • Establish trust through thoughtful inquiry
  • Create a clear path forward
    • Define next steps in the analysis process
    • Establish roles and responsibilities
    • Set timeline expectations
    • Agree on decision-making process

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