In the face of shrinking budgets and headcount reductions, L&D leaders need to maximize their resources and focus on work that has the biggest impact. Unfortunately, we all know that too much of our training budgets go to projects that have little to no chance of making an impact because they aren’t well aligned to a business problem, they fail to address the needs of an audience or aren’t clear on the required behavior changes that will drive the desired impact. The good news is that these mistakes are mostly avoidable with some upfront engagement and planning with stakeholders. We’ve created this simple 1-page intake form to help you organize L&D projects for success. The silver lining is that by going through this discussion it will become self-evident to your stakeholders whether they have a “winner” or “loser” training need and help you put your resources where they will make the biggest impact.