Is knowledge enough to drive change?

From training to transformation: Where learning creates real impact

Lex van der Helm, Portfolio Lead and Trainer Capgemini Academy

People come to me for knowledge. They look for training that helps them gain control over change. My backpack is packed with best practice frameworks, so they have come to the right person. Whether the topic is benefits management, change management, risk management, or portfolio management, I can talk about it for hours.

But why do people have such a strong need for methodologies?

If you look beyond all the trends and hype, I believe it usually comes down to one thing: uncertainty. The bigger the decision, the higher up in the organization it sits, and the greater the impact of getting it wrong, the stronger the desire for an approach that seems to guarantee success. That is why we are constantly searching for the method. The blueprint. The framework that will solve everything.

And yet, we are often disappointed by the results. Sometimes we hide our uncertainty behind a methodology. When things go wrong, we already have our answer ready: “But I simply followed the process.”

A method is not the solution

That is exactly why I enjoy helping professionals navigate complex transformations. Whether it involves a digital transformation, AI implementation, a move to a sovereign cloud, or an organization fundamentally changing the way it works.

The conclusion is always the same: a methodology is not the answer. It is a tool.

The real challenge lies with the people who use it. Their skills, their mindset, and their ability to apply new insights in practice. In the end, success is not about perfectly following a process or producing documents according to a prescribed template. It is about thinking from the desired outcome and acting with value creation in mind.

That is why I believe learning cannot be separated from work. Training should be relevant, practical, and directly connected to the organization’s challenges. Ideally, you bring the real world into the classroom, or even better, bring the classroom into the real world.

When a trainings request turns out to be something else

I see this happen regularly with clients.

For example, a mid-sized European institution approached us with an ambitious transformation agenda. Their initial request was straightforward: deliver Change Management training so employees could gain more control over change, preferably through a standardized approach that would create a common language across the organization.

However, as we explored the request in more depth, it became clear that the real challenge was not the process itself. The organization was struggling with how people worked together to shape and drive change.

What started as a single training course evolved into a broader development journey. This included awareness sessions for executives on leading change, coaching for change and project managers, and facilitated workshops in which employees from different parts of the organization collaborated on developing an approach to change.

Our role extended beyond delivering training. We brought knowledge, models, and expertise. The organization contributed its own practical experience, challenges, and ambitions.

Together, we created an integrated approach that combined portfolio management, benefits management, change management, and project management.

As a result, conversations shifted away from processes and toward priorities, value, and impact. Not only did ways of working change, but so did the way people thought about change itself.

Learning that makes a difference the very next day

Another example is the program we developed together with the Municipality of Amsterdam for new and existing Product Owners.

Within this program, I had the opportunity to support participants in developing their stakeholder management capabilities.

Of course, you can explain a topic like stakeholder management through models and theory. But the question is: does that really help people?

That is why we start with practice. What challenges are participants facing? Which conversations do they find difficult? Which stakeholders require extra attention? Based on those real-life situations, we introduce models and theories that can be applied immediately.

The most rewarding moment is when a participant packs up their workshop outputs at the end of the day and takes them straight back to the office to use with colleagues the next morning.

That is the moment you know learning does not stop when the training ends.

And that is where real impact begins.

Not only for the participant, who gains confidence in their role, but also for teams, which learn to collaborate more effectively and understand one another better. Ultimately, it benefits the entire organization by strengthening its ability to deliver successful change.

The real value of learning

The most important lesson I have learned?

Organizations often ask for training, but what they are really looking for is change.

That change does not happen because people leave a classroom with theories, best practices, or a certification. The true value of learning becomes visible when professionals apply what they have learned in their daily work. When new knowledge leads to different behaviors. When teams collaborate more effectively. When better decisions are made. When change is successfully delivered.

That is why future-ready organizations invest not only in technology, but especially in the development of the people who use it.

Because real impact is not created in the classroom. It is created in the workplace.

Ready for the next step?

Curious about the knowledge, skills, and support your organization needs to successfully drive change? We would be happy to explore the next step with you. Get in touch for tailored advice and a customized learning solution.