During times of major organizational change, such as the departure of a long-standing leader, backlash can be felt throughout a company. Workers may become disillusioned, the company may become disorganized, and overall morale may dip. And too often, leaders feel that a “simple training day” will be a panacea, addressing all the problems created by the leadership vacuum. But while generalized training may often appear to be the answer, in many cases it isn’t. For some leaders, one-size-fits-all training can seem attractive because, as decision makers, they aren’t connecting with the actual employee experience in their workplaces. In addition, there is sometimes a major disconnect in the minds of managers between human experience and revenue growth. Often, when it comes to training, the cheapest solution is the one applied. It’s not easy, but to right the ship, what’s needed is a deep dive into the human elements of the team members. Feelings need to be addressed, resentments resolved, and fears quieted. There isn’t a universal, one-size-fits-all training solution for these issues.