Unfortunately, most corporate training programs do not achieve the results that they are meant to. This is often because the entire system of corporate training design and delivery in most cases are not designed to get participants and organizations to CHANGE. The real purpose of training is to create positive CHANGE in people, teams and organizations, so the best way to run training is to have your training architecture and policy framework built on the same principles that guide CHANGE Management. This note explores the Learning Impact Model - a model for organizational learning built upon the ground-breaking work done by the Prosci Institute on change - ADKAR. This is where learning and ADKAR meet.