Cognitee Inc. (Headquarters: Shinagawa-ku, Tokyo; Representative Director: Rie Kono; hereinafter "Cognitee"), which possesses technology to quantify qualitative information, has released a research report titled "Performance Did Not Change With Just 'Education for the Front Lines'" using its proprietary patented technology in the field of knowledge representation as AI. Many companies conduct daily on-site training by managers, including training, role-playing, 1-on-1s, and feedback. However, challenges persist on the front lines, such as "Subordinates' behavior doesn't change despite instruction," "Training doesn't lead to results," and "Quality of training varies by manager." Is the cause truly a lack of effort on the front lines? This report analyzes the relationship between role-playing, manager feedback, changes after training, and performance, based on insights gained from sales and training analysis projects at multiple pharmaceutical companies. The results revealed that behind performance differences, there is a possibility of misalignment in what managers consider the "correct answer," as well as organizational evaluation criteria and training content, not just a lack of individual skills. Was the instruction that should have been effective actually worsening results? Research Report Released Research Report Here: https://cognitee.com/cog-review_story01 ■ The Front Lines Worked Diligently, Yet Still Did Not Achieve Results The cases covered in this report are not examples where the front lines did not engage in training. Rather, sales representatives themselves engaged in role-playing and training, and managers focused on feedback. Nevertheless, behavior that leads to results did not become established. Generally, in such cases, it is often judged that "the individual's skills are insufficient" or "the manager's coaching ability is insufficient." However, the analysis results from this study revealed a deeper structure. The issue was not whether instruction