Most people don’t say it out loud, but I will:

Corporate training rarely changes anyone.

If you’ve sat through compliance courses the way I have—clicking through slides, watching outdated videos, and guessing on quizzes—you’ve probably felt the same frustration. It always felt like time lost in my day, time I couldn’t get back. I paid just enough attention to pass the quiz so I could return to the work I was actually hired to do.

After decades of going through this cycle, I realized a few uncomfortable truths:

• No one communicated better after training.
• No one handled conflict any differently.
• No one became more self-aware or more emotionally intelligent.

In the real world, nothing changed.
People just got better at hiding what they didn’t know.

The Moment That Changed Everything

One day, during yet another mandatory training session, something stopped me cold. A module displayed a culturally insensitive example—something that felt careless, outdated, and completely disconnected from real people’s experiences.

I paused the training and sat with it for a long time.

Who created this?
Who approved it?
How did this get published as “learning”?

It bothered me enough to walk into HR and ask who authored the material.

They didn’t know either.

That answer hit harder than the content itself.

How were we trusting training that no one was taking responsibility for?
Why were we spending so much time on something that clearly wasn’t helping anyone grow?

That frustration pushed me to ask deeper questions:

• What is the point of doing these trainings?
• Why don’t they produce real change?
• And why do organizations accept this as “good enough”?

What People Really Think About Training

When I started asking coworkers and friends, the responses were almost identical:

• “Everyone hates compliance training.”
• “I forget 70% of it within days.”
• “I just do it to get it over with.”
• “It’s not learning… it’s checking a box.”

This wasn’t a personal annoyance — it was a universal truth.

Then someone said something that stuck with me:

“I wish it felt more like my college philosophy class.
We actually got to talk through ideas.”

That one line opened everything up.

The Missing Ingredient: Conversation

It became clear that the way humans prefer to learn — and the way corporate training is delivered — are complete opposites.

Think about your own life:

• What do you do with your best friends when something matters?
• How do you talk things out with family or coworkers?
• How do therapy or coaching sessions create breakthroughs?

We learn through conversation.
We understand ourselves out loud.
We grow when someone responds, challenges us, or asks a better question.

Talking creates clarity.
Talking creates memory.
Talking creates change.

Slides and quizzes don’t.

So the path became unmistakable:

If corporate training was ever going to change people, it had to be conversational, human, and real.

This belief sits at the core of the Emerald EI Framework™, our behavior-driven approach to building workplace training that actually creates lasting change.

That’s Why I Built the Kaya Platform™

Kaya isn’t another LMS.
It isn’t a slideshow.
It isn’t a box-checking exercise.

Kaya uses AI-guided conversation with trained voice coaches you talk to — and they talk back.

People learn by speaking, not skimming.
They reflect instead of clicking.
They explain instead of guessing.

And learning is measured by what you understand and articulate, not by how fast you can finish a quiz.

Because when someone talks through:

• a decision
• a misunderstanding
• a conflict
• a stressful moment

something powerful happens:

They actually remember.
They actually grow.
They actually change.

And that’s the entire point.

Better Workplaces Start With Better Conversations

For years, corporate training has been built on the false belief that content creates change.

But content doesn’t change people.
Conversations do.

If we want workplaces that are emotionally intelligent, culturally aware, collaborative, and healthy, we can’t rely on outdated training methods that never worked in the first place.

We have to meet people the way humans are wired to learn — through dialogue, reflection, and real understanding.

Everyone says, “Become the change you want to see.” So I did.

Kaya Platform™ is human, helpful, honest — and its time has come.

If you want a workplace where training actually sticks… and actually changes behavior…
Kaya is ready.