Planning Tools · Approval · Free Kit
Executive buy-in kit — get your training proposal approved
What’s inside
One-page approval memo · ROI worksheet · 10 likely executive questions with draft answers
Topic
Employee AI Training · Team Leader Leadership Training · Sales Capability Training
Author
HR and training managers who plan training and submit approval requests
How to get it
Copy straight from the screen · or get it by email as a PDF with the estimated instructor fee filled in
Cost
Free — just leave your name and email
🤖 Employee AI Training🧭 Leadership Training for Team Leads📈 Sales Skills Training✉️ Email Me the PDF
Four questions that stall approval
Proposals are usually sent back not because of the training content, but because one of these four questions goes unanswered. Each of the three documents in the kit answers them.
- Why now
Approvers will first ask, 'Can’t this wait until next year?' Open the draft with the reason to act now — the schedule, organizational changes, or what is already happening — so they keep reading.
- Why this budget
Approval usually stalls on unclear scope, not on the amount. Itemize the instructor fee and the separate costs, and add one line explaining your basis for comparison.
- How do we measure the impact?
A '4.5 satisfaction score' is not a result an approver cares about. Deciding in the draft what you will measure before training and again afterward makes the results report easy to write.
- Why bring in an outside provider
This question asks why you should pay for something you could do in-house. Answer it by showing whether anyone in-house can teach the topic and what that person’s time costs.
How we calculate ROI
Keep assumptions conservative and write a one-line basis for each number. Approvers look at the assumptions, not the formula — a deliberately low value like '50% adoption rate' actually gets approved faster. The numbers in the example are assumptions to show how the calculation works; replace them with your company’s HR and finance baseline values.
| Training cost C | Instructor fee (excl. VAT) + separate items such as materials and travel | Copied directly from the quote calculator |
|---|---|---|
| ROI | (Benefit B − Training cost C) ÷ Training cost C × 100 | Above 0% means the training cost is recovered within one year |
| Payback period | Training cost C ÷ (Benefit B ÷ 12) | How many months until the training pays for itself? |
🤖 AI Training for Employees — Proposal · ROI · Likely Questions
① One-page approval request
Approval title[Approval Request] Generative AI training for employees
| 1. Purpose | To bring all employees to the same level in using generative AI at work within company standards, reducing time spent on repetitive document work and managing the risk of information leaks. |
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| 2. Background |
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| 3. Training overview | Audience[ ] department(s), [ ] people (prioritize departments with heavy repetitive paperwork)Hours and format[4] hours of hands-on, on-site training (each participant brings a laptop)Preferred schedule[ ] month, week [ ], afternoon half-dayProviderNanum Consulting (nanumcon.com) — industry-specific practice assignments providedKey contentProhibited inputs and company rules → hands-on practice by task (reports, meeting minutes, email) → each participant completes one real work task with AI and submits the result |
| 4. Budget | Instructor fee — the amount from the quote calculator (excl. VAT) Separate items — materials, travel, venue, and meals KRW [ ] |
| 5. Expected benefits |
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| 6. Measuring results |
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| 7. Attachments | ROI calculator · Likely questions and answers |
② ROI Worksheet
Benefit B = participants × weekly hours saved per person × hourly labor cost × 48 weeks per year × actual adoption rate
| Feature | Example values | Basis / values to replace |
|---|---|---|
| Participants | 20 people | Confirmed number of trainees |
| Hours saved per person per week | 1 hour | Measure work hours before and after training, then replace with actuals |
| Hourly labor cost | KRW 30,000 (≈ US$22) | Average annual salary ÷ annual working hours (about 2,080 hours) |
| Actual adoption rate | 50% | Share of trainees who actually keep using it — a conservative estimate |
Example benefit B — 20 people × 1 hour × KRW 30,000 (≈ US$22) × 48 weeks × 50% = KRW 14.4 million (≈ US$10,800) per year
Ask each participant to note how long a task usually takes and how long it took in the hands-on session on training day. The difference is your measured time saved.
③ Draft answers to 10 questions executives are likely to ask
Can’t people just learn on their own from YouTube or free courses?
Free materials teach you how to use the tools. This training gets all your employees aligned on how far the tools can go in your company’s work and what must never be entered. If everyone learns on their own, you end up with as many standards as people.
Employees already use it. Do we still need training?
It’s needed precisely because people already use it. Right now they use personal accounts, with no rules on what must never be entered. Training isn’t about stopping use; it’s about setting the line for safe use.
Who is accountable if there is a security incident?
In the first hour, we cover prohibited inputs such as customer data, HR data, and unreleased financials, and draft your company guidelines together. If you define the prohibited items before training, we will run the session on that basis.
Can you show the results in numbers?
We time the same three tasks before and after training and compare the results. Four weeks later, we survey how many tasks each department now uses AI for and add the findings to the results report.
Isn’t one session enough?
During the session, each participant works through one real task from their own job and leaves with a finished deliverable. Four weeks later, we review usage and report which tasks people keep using it for and where they got stuck.
Why do this now?
Employees have just started using AI in their own ways, so now is the easiest time to align on a standard. The longer you wait, the more individual habits set in and the harder they are to change.
Does every employee need to attend?
We suggest starting with the department that has the most repetitive document work. Once we report the first department’s time savings, you can decide whether to expand.
Do we need to buy paid accounts too?
The training works with free accounts. To avoid waste, wait to buy paid accounts until you see which departments use AI most after training, and start with those.
Can’t our in-house IT person just teach it?
If someone in-house can teach practical, on-the-job use, we will compare against that person’s preparation time. By naming an AI lead for each department during this training, your team can carry it forward internally afterward.
Isn’t taking time away from work a net loss?
It is a half-day, 4-hour session, and the hands-on exercises use real work tasks, so you leave with finished output. If the measured savings are 1 hour a week, the training time pays itself back within a month.
🧭 Leadership training for team leads — approval request, ROI, likely questions
① One-page approval request
Approval title[Approval Request] Leadership skills training for new and current team leads
| 1. Purpose | To have team leaders run one-on-ones, task allocation, and feedback to the same standard, reducing variation in team performance and employee turnover. |
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| 2. Background |
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| 3. Training overview | Audience[ ] new team leaders + [ ] current team leadersHours and format[4]-hour interactive on-site workshop (case discussion and role-play)Preferred scheduleMonth [ ], week [ ] — for new team leaders, we recommend within 90 days of appointmentProviderNanum Consulting (nanumcon.com)Main contentMoving into the team leader role → How to run 1:1 meetings → Assigning work and delegating → Feedback conversation practice → Writing a team operations action plan |
| 4. Budget | Instructor fee — the amount from the quote calculator (excl. VAT) Separate items — materials, travel, venue, and meals KRW [ ] |
| 5. Expected benefits |
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| 6. Measuring results |
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| 7. Attachments | ROI calculator · Likely questions and answers |
② ROI Worksheet
Benefit B = number of participating team leaders × annual reduction in departures per team × replacement cost per person
| Feature | Example values | Basis / values to replace |
|---|---|---|
| Number of participating team leads | 10 people | Confirmed number of trainees |
| Fewer departures per team per year | 0.2 people | About one fewer departure in one of every five teams — a conservative estimate |
| Replacement cost per person | KRW 20 million (≈ US$15,000) | Recruiting cost plus the gap until the replacement is fully productive — replace with your HR team’s baseline |
Example benefit B — 10 people × 0.2 people × KRW 20 million (≈ US$15,000) = KRW 40 million (≈ US$29,900) per year
Reduced turnover takes time to show. For the approval stage, we suggest also listing the number of one-on-one meetings held, which you can see within 3 months, as a leading indicator.
③ Draft answers to 10 questions executives are likely to ask
Don’t team leads learn by doing?
The cost of trial and error while learning on the job is paid by team members. Training shortens that period, and taking it within the first 90 days of starting the role sets the standard before habits harden.
We made a strong performer a team leader, so why more training?
Doing the work well and running a team well are different skills. The better someone was working alone, the more often they fail to delegate, handle everything themselves, and slow down the whole team.
Can one training session really change people?
This training doesn’t try to change personalities. Participants practice three specific behaviors: one-on-ones, delegation, and feedback. For three months afterward, we will track how many one-on-ones are held and report whether behavior has actually changed.
How do we confirm the results?
In the short term, we track the number of one-on-one meetings each team leader holds; in the mid term, a five-question diagnostic score from team members; in the long term, team member departures. We will record a baseline for all three before training.
Is it worth the cost?
When a team member leaves, you pay the cost of the gap during hiring and onboarding. If just one fewer person leaves in two out of ten teams, the savings exceed the training cost (ROI table attached).
Can’t an experienced in-house team leader mentor them?
We recommend mentoring too. But every senior colleague has a different approach, so standards diverge. It works best to align on common standards through training first, then layer mentoring on top.
Isn’t it enough to train only new team leaders?
If only newly appointed team leaders attend, their standards will differ from those of current team leaders in the same division. When current leaders attend too, they also share cases with each other.
When is the best time to run it?
It is most effective right after the appointment, within the first 90 days in the role. If appointments happen year-round, you can also batch them and run training every six months.
Can’t online courses replace this?
Knowledge transfer can happen online. But the core of this training is practicing one-on-one meetings and feedback conversations in person, so an in-person, participatory format is the right fit.
What happens after the training?
We suggest that each team leader share their next-quarter action plan with their executive, and that a check-in be scheduled three months later to review whether it was carried out.
📈 Sales Skills Training — Approval Memo · ROI · Likely Questions
① One-page approval request
Draft title[Draft] Request to Conduct Sales Capability Training
| 1. Purpose | Have sales reps manage every stage from prospecting to proposal and close the same way, reducing individual variance in sales performance and raising the win rate. |
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| 2. Background |
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| 3. Training overview | Participants[ ] sales reps + [ ] sales managersHours and format[4]-hour on-site hands-on workshop (run with your own sales cases)Preferred scheduleMonth [ ], week [ ] — recommended for the start-of-year sales kickoff or before the second half beginsProviderNanum Consulting (nanumcon.com) — delivered directly by our CEO, who has 10 years of B2B overseas sales experience in semiconductorsKey contentDefining sales stages and checkpoint questions for each stage → value propositions built around customer problems → structuring proposals and presentations → writing a next-action plan for one of your own live deals |
| 4. Budget | Instructor fee — the amount from the quote calculator (excl. VAT) Separate items — materials, travel, venue, and meals KRW [ ] |
| 5. Expected benefits |
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| 6. Measuring results |
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| 7. Attachments | ROI calculator · Likely questions and answers |
② ROI Worksheet
Benefit B = participants × annual sales per person × sales improvement rate × contribution margin
| Feature | Example values | Basis / values to replace |
|---|---|---|
| Participants | 10 people | Confirmed number of trainees |
| Annual revenue per person | KRW 1 billion (≈ US$748,200) | Average for sales reps over the past year |
| Sales improvement rate | 1% | Even a small rise in win rate is enough — a conservative estimate |
| Contribution margin | 20% | Calculate it as profit, not revenue, or approvers won’t accept it — replace with your finance team’s figures |
Example benefit B — 10 people × KRW 1 billion (≈ US$748,200) × 1% × 20% = KRW 20 million (≈ US$15,000) per year
Calculating in terms of revenue makes the figures look large and invites suspicion. A smaller figure based on profit gets through approval faster.
③ Draft answers to 10 questions executives are likely to ask
Isn’t sales something you learn through experience?
Experience matters, but it stays with the individual. The purpose of this training is to turn what top performers do into steps and questions that the whole organization can use.
Can you guarantee that training will increase sales?
Sales also depend on the market and the product, so we can’t guarantee them. Instead, we will report behavioral metrics that sales reps can change, such as number of proposals and conversion rate at each stage, compared before and after training.
Does an outside instructor who doesn’t know our industry actually help?
The training runs on your company’s real sales cases. We collect deals in progress beforehand and turn them into hands-on exercises, so your industry’s specifics are fully reflected.
How will we measure the impact?
Each quarter, we track conversion rates at each stage (prospecting → proposal → win), proposals per person, and average sales cycle length. We will set the pre-training quarter’s figures as the baseline.
Is it worth the cost?
If ten sales reps improve their sales by just 1%, the added profit exceeds the training cost (ROI worksheet attached). We kept the calculation conservative, using contribution margin rather than revenue.
Do experienced veterans need to attend too?
When veterans attend too, their methods are built into the shared standard and passed on to junior staff. We draw on veterans’ cases in the hands-on exercises.
Won’t taking time away from selling hurt results?
It is a four-hour half-day session, and the practice assignments use live sales opportunities, so the session itself counts as sales prep time. We will schedule it in a slow season or at the start of a quarter.
Can a single training session make a difference?
The key is to keep using the sales stages and review questions set on the training day in your weekly sales meetings. That is why sales managers attend too.
Won’t our customer data leak into the training materials?
You can mask client names in the cases you share for exercises. We destroy all materials after the training, and we agree in advance on what we will receive.
Do sales managers need to attend too?
Yes, they should. If sales managers don’t review the pipeline by the same standard, what the training covers won’t be used in the field.
How to fill it in
- Pick a topicOpen the memo closest to the training you want to propose. Even if your training isn’t one of the three topics, you can still use the memo template and the ROI method as they are.
- Fill in the blanksFill in the audience, headcount, and schedule marked with [ ], and delete or edit any of the three background lines that don’t fit your company. The background is strongest when you write it as “what is already happening.”
- Change the ROI assumptionsReplace the example numbers with your company’s HR and finance figures. For training cost C, enter the quote calculator amount as is.
- Answer likely questions in advancePick three or four of the ten questions an approver is likely to ask and answer them in the 'Review comments' section at the bottom of the draft. This reduces rejections.
Get your PDF with estimated fee
We send the approval memo, ROI worksheet, and 10 likely questions for your chosen topic as a single PDF. The estimated instructor fee for your format and headcount is already filled into the memo’s budget line and the ROI sheet’s training cost, so you can submit it for approval as is. We don’t ask for a phone number — just your name and email.
Topic
Format
Headcount
If you get stuck before approval
If an approver asks a question not in the kit, or you need a draft for a different topic, let us know. We will send a draft answer and a quote within 24 hours.
FAQ
Is the kit free?
It’s free. You can copy the memo, ROI worksheet, and likely questions on screen as they are, or get them by email and we’ll send a PDF with the estimated instructor fee filled in for your chosen format.
Can we use the kit without training with Nanum Consulting?
Yes. Just change the training provider field, and the template works as-is for training with any vendor.
Is there training other than these three topics?
We’ve started with three topics: AI skills, team lead leadership, and sales skills. If you need another topic, let us know through a 1:1 inquiry and we will send you a draft approval request within 24 hours.
Are the numbers in the ROI sheet based on evidence?
The example figures are assumptions that show how the calculation works. Before you submit for approval, you must replace them with your company’s HR and finance baselines. The more conservative your assumptions, the faster approval tends to go.
How can I confirm the training cost to put in the approval document?
Choose a format and headcount in the training quote calculator to see the instructor fee right away. When you receive the kit by email, the estimated instructor fee, calculated at the same rates, is filled into the proposal and ROI table. VAT and materials and travel expenses are billed separately.
Related pages
💰 Quote Calculator📝 RFP Writing Guide🗺️ Training Roadmap by Job Level🗓️ Use Your Year-End Budget🗓️ Annual Training Partner Plan🧭 Why Nanum
※ The figures in the ROI worksheet are example assumptions that show how the calculation works. Before you submit for approval, replace them with your company’s HR and finance baselines. Instructor fees exclude VAT; materials and travel costs are separate line items.