Do you feel that you have to justify your learning and development plan to everyone in your organisation? Do you need justify your budget to senior management? Are your trainees struggling to work out the reasons behind the training?
In the first case there are many potential justifications; updates to legislation or regulation, changes in business processes or even increases in profit margin derived from performance increases your training would deliver.
As trainers we have clear learning objectives in mind when we design and deliver a training course. Communicating these effectively to learners is the most straightforward justification for their participation and engagement. For learners who are on the fringes of your target audience, this is harder as the learning objectives matter less to them on a day to day basis. Here I would suggest that you stress personal development for the learner as the main justification.
Fostering a culture of learning and development is difficult, but making that change can free you up to raise the bar for you training organisation. How much more could you achieve if you didn't have to justify all of your learning and development activity?