Training requires investment—both money on the part of the employer and time on the part of the employee. That’s why it’s important to ensure training is as impactful as it can be. One way to do this is to shift from a compliance mindset to a developmental mindset. Training has tremendous potential for developing employees’ skills, but it’s rarely given priority in evaluation or goal-setting sessions. By adjusting the way training is thought about—from a mandatory activity to a key in individual employee development—the value of training can be increased. However, this shift in attitude won’t be successful in increasing the value of training unless employers provide employees with the time necessary to actively engage in training sessions. Leaders need to set the expectation that employees will use training to further their careers, but they also need to provide the time and space for them to do so. This type of cultural shift is necessary if training is going to become more valuable in your organization.