Many organizational problems can be fixed through effective training. But often training is viewed as a reactionary exercise: Identify a problem, design a training to solve it, deliver that training, and then move on. This rarely addresses the root causes of the issue, and employees may end up resentful of having to participate. This results in wasted time and frustration. Instead, examine the problem first. Ask what gap the training will solve, and then identify why that gap exists in the first place. For instance, your problem with favoritism and bullying might be partially addressed by training, but would a soft reorganization be a better solution? Leaders have a lot of options at their disposal, and all options should all be explored to make sure you’re using the right tool for the job.