“Training requests” as a fix for anything and everything are a consistent thorn-in-the-paw for all learning and development departments. Learning professionals know the challenge of misguided training requests can be remedied. As natural problem solvers and creative thinkers, we have produced a glut of books, articles, and instructional design systems. We are informed, armed, and ready to address erroneous training requests. We explain to the misguided requester the proper place and application for training, how training can help, and when it cannot. However, are there times when we should just acquiesce? Is there a justification for accepting a “training request” that is not training at all?