Every year, learning and development professionals have the incredibly tough job of allocating training dollars. This means determining how much of the “training pie” each team, position, and group of employees receives. We have been conditioned as L&D professionals to be strategic partners of the business. It’s our job to learn which key initiatives are on the horizon or what gaps currently exist, determine training programs, and allocate resources accordingly. While this type of research and understanding are important aspects of putting together any plan or program, I believe there is one answer that is the same for every business, regardless of what industry they serve and despite their headcount: management training.