As with any investment "training, and training the trainer to train", must be measurable and deliver demonstrable benefits against organisational requirements as well as individual learning needs. Yet many trainers delivering training or training the trainer programmes get caught up in their own vision and fail to understand the commercial pressures that people, functions or organisations are under, to perform and deliver results. Being flexible, adaptable, pragmatic, result oriented and capable in training, is essential in today's competitive world, and demands use of various learning styles and methods.
 There is often a purity within training the trainer programmes that focuses attention only on HRD strategy, role analysis, competence definitions, training needs analysis, performance review and development systems, and personal development portfolios etc., i.e. the development means, sometimes to the detriment of the development end.
Whilst training the trainer to use tools and HRD systems are essential in any training the trainer course, to ensure that the trainer can deliver a service that satisfies the needs of their business, training the trainer programmes must not be too systematic for development even organisational development is about people.
Capability assessment and competence gap analysis features in training the trainer courses.
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