Truett Black writes and teaches about corporate training, facilitation, and workplace learning. Black's book, Training Zen, focuses on building a career in corporate training and facilitation, and on designing and leading effective training sessions and meetings.
They are useful for thought leadership content regarding corporate training, facilitation, and workplace learning.
Best for
L&D consultancies seeking a named co-author for a thought-leadership series on facilitation.
Not for
Campaign requirements for guaranteed reach, conversion tracking, or performance claims about measurable outcomes.
Key takeaways
They write about the gap between being given a deck and knowing how to facilitate.
They discuss deep service being a competitive advantage only when paired with humility.
They offer personal examples of distinguishing adaptive stress from burnout.
Check first: Confirm terms, availability, and willingness to take paid work, as they do not mention rates.
Main ideas
Service is a competitive advantage only while it stays humble · Running a session is a craft most internal trainers were never taught · Adaptive stress develops people; the skill is telling it apart from burnout
Truett Black writes and teaches about corporate training, facilitation, and workplace learning.
They are known for Training Zen: How to Build a Sustainable and Rewarding Career in Corporate Training and Facilitation, a book that also addresses designing and leading effective training sessions and important workplace meetings.
In the posts reviewed, they start from a practical problem: people are often handed a topic or slide deck and expected to train others without learning how to facilitate well.
Their writing is worth following for its attention to that gap and its reflections on service, learning, and cross-cultural adaptation.
The Training Zen posts explain how the book grew from colleagues asking Truett Black to write down practical advice shared with trainers, and describe years of drafting and revision.
In another post, they argue that deep service can distinguish people and teams only when paired with humility and a willingness to keep learning.
A post about becoming functionally fluent in Mandarin offers a personal example of their distinction between adaptive stress that supports development and chronic stress that can lead to burnout.
Together, these examples show a practical, reflective approach to leading sessions, understanding how people learn, and helping facilitators improve.
Truett Black's posts return to a handful of arguments about effective training and facilitation: service that stays humble, session design as a craft to be learned, productive stress distinguished from burnout, and refusing to publish before the work is ready.
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The writing is practical and first-person, aimed at people who train, facilitate, or lead group sessions—including those handed a topic or a deck and told to present.
Service is a competitive advantage only while it stays humble
Black argues that the drive to serve clients and colleagues—a common trait among people in learning and development, training, coaching, and organizational leadership—becomes a business advantage over time.
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But the advantage collapses when pride in personal accomplishments takes over. It depends on humility and a desire to keep learning and serving people the way they most need to be served.
Black says they have watched companies and teams struggle for exactly that reason. They frame the argument around deep service versus self-congratulation, not client satisfaction scores.
Running a session is a craft most internal trainers were never taught
Black's recurring diagnosis: people who lead training sessions, workshops, or internal meetings want to do them well, but most internal trainers have never been taught how.
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They are handed a topic or a deck and told to present. Although the subtitle of Training Zen is about building a career in training and facilitation, Black says much of the book guides readers in designing and delivering learning events and important internal meetings to maximize impact and value.
Black says the first reader to receive a copy was a senior leader in a global organization who runs meetings and internal training sessions and wants to improve. That is the reader the book was written for.
Adaptive stress develops people; the skill is telling it apart from burnout
Black sees stress as useful when it fuels learning and development, particularly during cross-cultural adaptation.
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The post quotes a summary rather than offering advice in Black's own words: managers should distinguish adaptive stress that drives development from chronic stress that leads to burnout.
Black describes going through multiple bottles of headache medicine during the nine to ten months it took to become functionally fluent in Mandarin, calling it mission-driven, productive stress. The quoted summary about managers comes from the source Black cites, not their own phrasing.
Do not publish until the work is ready, even when others push you to ship it
Black presents sustained revision as a standard, not a delay.
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Training Zen took thousands of hours over a five-year span and dozens of rewrites.
When friends asked why not just ship it, Black says they refused to publish until the manuscript was ready.
The same standard shaped the proposal process, which took about 40 hours before Productivity Press accepted it.
Black describes receiving the copyedited and formatted manuscript for author checks on editor queries, artwork, and section summaries. They called it a moment of fulfillment comparable to a first leadership offer and named March 2026 as the launch date.
Write for the parts readers actually use, not for completeness
Black aims to make the book useful in whatever portion readers need, whether all 203 pages or only the relevant sections.
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The project changed shape along the way: a leadership-book idea became a training book after peers urged Black to write down what they shared with them. A suggested 30-page e-book grew to 150 pages, then 203 pages before cover, foreword, and index.
Black credits Alex Weber, Jamie Dixon, and other friends in their professional circle with pushing the book into existence. They recall a suggestion that even a 30-page e-book would help people trying to figure out corporate training, and their own protests that they were busy with five kids, many clients, and more projects than they could handle.
An abandoned leadership-book effort shifted to corporate training and facilitation at colleagues' urging. The planned short e-book became a full-length book published by an imprint of Routledge/Taylor & Francis Group.
It explains what Training Zen is, who is publishing it, and how long Black worked on it.
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Newcomers can start here for the book’s scope, publication timeline, and the author’s standard of preparation.
Truett Black describes spending a Sunday afternoon in a home office checking copyeditor queries, artwork, and section summaries for Training Zen: How to Build a Sustainable and Rewarding Career in Corporate Training and Facilitation.
The post says the book took thousands of hours over five years, dozens of rewrites, and a 40-hour proposal before Productivity Press, an imprint of Taylor & Francis Group, accepted it.
Black says the launch date is March 2026 and explains the decision to wait until the manuscript was ready.
For brands planning a campaign
A corporate learning and development consultancy can use this as a timely book-launch hook. A co-authored article or podcast could examine why training materials and facilitation guides need repeated revision before release, using Truett Black’s five-year drafting process as a starting point.
It explains why the book exists beyond commercial motives.
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The post shows how peer encouragement turned practical training conversations into a structured resource and names people in Black’s professional circle.
Black credits friends and collaborators, including Alex Weber and Jamie Dixon, with urging the book into existence.
The post says the idea began as advice to write down what Black shared about training, grew from a suggested 30-page e-book to 150 pages, and reached 203 pages before the cover, foreword, and index.
They mention print proofs arriving on Friday and describe the shared cover design as conceptual.
For brands planning a campaign
This gives a podcast or co-authored article a concrete origin story about peer-driven knowledge transfer. The consultancy can frame a discussion around how informal training conversations become durable learning resources, using the progression from 30 pages to 203 as an example.
It explains what the book teaches and whom it serves.
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Newcomers get Black’s diagnosis of the internal-training gap and a direct example of the intended reader.
Black writes that many internal trainers have never been trained to lead a session well; they are handed a topic or a deck and told to present.
The post positions Training Zen as both a career guide and a guide to designing and delivering learning events and important internal meetings.
Black says the book is now out through Productivity Press, an imprint of Routledge Taylor & Francis Group, and describes a first reader: a senior leader in a global organization who runs meetings and internal training sessions.
For brands planning a campaign
This suits a consultancy’s thought leadership on upskilling internal trainers. A co-authored piece or podcast episode could focus on the common gap between subject expertise and facilitation skill, using Black’s “handed a topic or a deck” framing and the book’s design-and-delivery guidance.
It explains what Black values in client and colleague relationships.
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The post helps readers understand the philosophy behind their training and facilitation work, not just the techniques.
Black argues that people in learning and development, organizational leadership, training, and coaching are often drawn to serving clients and colleagues—and that deep service can become a competitive advantage.
But they must avoid pride in their own accomplishments: companies and teams struggle when pride takes over.
Deep service requires humility and a continuing desire to learn how to serve people better.
The post links to a Substack article on the craft of training and coaching.
For brands planning a campaign
For a consultancy creating thought leadership, this supports an angle on service orientation versus self-promotion. A co-authored article or podcast could explore humility as a commercial and professional differentiator in L&D, with Black’s distinction between deep service and pride as the central argument.
It explains how Black connects personal cross-cultural experience to managerial practice.
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Newcomers get a concrete example of learning under pressure and their distinction between productive and harmful stress.
Black discusses how adaptive stress can help people adjust to new cultural environments and fuel learning and development.
They describe going through multiple bottles of headache medicine over 9–10 months while becoming functionally fluent in Mandarin, calling it mission-driven, useful stress.
The post quotes a summary advising managers to distinguish adaptive stress that drives development from chronic stress that leads to burnout.
For brands planning a campaign
A consultancy can use this for cross-cultural onboarding, resilience, or intercultural training content. A co-authored piece or podcast could examine how managers can recognize adaptive stress in learners while guarding against chronic stress and burnout, using Black’s Mandarin fluency as an example.
Teaching in public through short posts and a Substack4
Building a career in corporate training and facilitation3
Designing and delivering learning events and internal meetings1
Deep service as a competitive advantage1
Cross-cultural adaptation and productive stress1
Building a career in corporate training and facilitation
Truett Black’s central subject is the career and craft of corporate training and facilitation, explored at book length in Training Zen: How to Build a Sustainable and Rewarding Career in Corporate Training and Facilitation (Productivity Press, an imprint of Routledge/Taylor & Francis Group).
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The posts trace the book from a copyedited manuscript through print proofs to publication and a first reader’s copy. Its practical aim is to help people who train, facilitate or lead group sessions improve their work and treat training as a sustainable, rewarding career rather than an accidental duty.
The posts describe a sustained writing practice: thousands of hours over a five-year span, dozens of rewrites, weekend writing and a deliberate refusal to publish until ready. Productivity Press accepted a 40-hour proposal.
The book grew from peers’ urging—Alex Weber, Jamie Dixon and others—after an earlier attempt at a leadership book. The subject began as shared craft advice, not a planned publishing project.
For brands planning a campaign
A co-authored piece or podcast could explore the career-and-craft angle: what separates a sustainable training career from task-by-task delivery, and what practitioners should build over time. The book gives the consultancy a concrete anchor for thought leadership beyond generic L&D commentary.
Designing and delivering learning events and internal meetings
The posts argue that many internal trainers have never been taught how to train; they are handed a topic or a deck and told to present.
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Training Zen is presented as covering much of that gap. Though its subtitle focuses on careers, the posts describe much of the book as a guide to designing and delivering learning events and important internal meetings to maximize impact and value.
For brands planning a campaign
For an L&D consultancy, this is a directly usable topic: the difference between knowing a subject and running a session that lands. A co-authored article could compare a standard deck-led session with a designed learning event, pairing the consultancy’s client examples with the book’s framing.
Truett Black argues that a serious commitment to service becomes a business advantage in learning and development, organizational leadership, training and coaching.
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The claim turns on the difference between deep service and self-congratulation: the advantage lasts only when service is paired with humility and a desire to keep learning and improve at serving people as they need.
The post says the advantage depends on humility; the failure mode is becoming too proud of yourself and your accomplishments.
For brands planning a campaign
This could inform consultancy positioning: why client-service quality compounds in L&D work, and how pride in past work can erode it. A podcast episode could test the idea against examples of teams that lost their advantage after becoming too pleased with their track record.
Truett Black explores intercultural adaptation through adaptive stress: stress that fuels learning and development.
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The post quotes a summary urging managers to distinguish adaptive stress that drives development from chronic stress that leads to burnout. It illustrates the idea with the 9-10 months of mission-driven effort it took to become functionally fluent in Mandarin.
The distinction matters: the same stress can develop people or exhaust them, and the post says managers should monitor which is happening.
For brands planning a campaign
This opens a second content track for the consultancy: how managers should read stress signals during cross-cultural transitions or demanding development programs, rather than treating all stress as a risk to remove. It could anchor a co-authored piece on designing learning under pressure.
Teaching in public through short posts and a Substack
The posts follow a consistent format: a first-person observation or milestone, a brief explanation of its significance, and a pointer to longer writing on the Substack newsletter Training Zen.
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Recurring habits include acknowledging collaborators and mentors, explaining the work’s practical value, and inviting readers to follow the book or newsletter.
Short personal narratives, each making a practical claim and linking to longer-form writing; the newsletter covers corporate training, facilitation and the behind-the-scenes work of publishing.
For brands planning a campaign
The format could support a joint series of short LinkedIn pieces, each making one practical claim, with longer treatment hosted elsewhere. The consultancy can supply client evidence while Truett Black provides the training-craft framing.
Posts document a publishing relationship for Truett Black’s book Training Zen through Productivity Press, an imprint of Routledge/Taylor & Francis Group.
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They also point readers to a Substack publication, Training Zen, for ongoing writing about corporate training and facilitation.
Productivity Press
Disclosed partnership
Truett Black’s book Training Zen is published by Productivity Press, an imprint of Routledge/Taylor & Francis Group.
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They describe working with the publisher’s production team, reviewing the copyedited manuscript, receiving print proofs and the book’s release. The posts disclose the publishing relationship.
Original disclosure
Training Zen is now out through Productivity Press, an imprint of Routledge Taylor & Francis Group.
Black directs readers to their Substack, Training Zen, where they write about corporate training, facilitation and the behind-the-scenes work of bringing the book to publication.
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They call it “my Substack,” indicating it is their own publication.
Truett Black writes about the craft of corporate training and facilitation, and about building a career in it.
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The work is anchored by the book Training Zen: How to Build a Sustainable and Rewarding Career in Corporate Training and Facilitation, published by Productivity Press, an imprint of Routledge/Taylor & Francis Group.
The short LinkedIn posts are the easiest entry point: each one makes a single practical claim and then points to longer writing.
The claims repeat in recognizable shapes — that running a session is a craft most internal trainers were never taught, that service stays a competitive advantage only while it stays humble, that stress develops people when it is the adaptive kind, and that finished work should not be published before it is ready.
The Training Zen Substack is described as covering corporate training, facilitation, and the behind-the-scenes work of bringing the book to life, so readers who want the argument underneath the tips should start with the book and treat the posts as running commentary around it.
The writing is first-person and assumes a reader whose role includes training, facilitating, or leading group sessions, including the many who were handed a topic or a deck and told to present.
Corporate trainingFacilitationLearning and developmentBuilding a training careerDesigning and delivering sessionsDeep service as an advantageAdaptive stress and cross-cultural adaptationLinkedIn short postsSubstack newsletterInternal trainers and facilitatorsL&D, leadership, and coaching professionals
Vikki Lange
Lange builds corporate training and team-transformation work around named methods and assessment tools, and writes first-person LinkedIn posts about what changes when a team commits to the work—the same territory Truett Black covers from the trainer’s perspective.
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Both treat training as a discipline with a method behind it, rather than a one-off speech, and both point to client outcomes.
Lange’s practice centers on proprietary frameworks for sales performance and cross-functional team alignment, anchored in Everything DiSC.
The posts lead with client testimonials and named results.
Truett Black focuses on the trainer’s craft and career: designing and delivering sessions, keeping service humble, and writing and publishing a book.
Read Lange for sales-team alignment; read Black for how to run the session itself.
Ramos approaches the problem from the other end: an expert writes a book, and it either becomes an entry point to a practice or fades.
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Truett Black spent five years on Training Zen and writes openly about the writing and publishing process; Ramos writes about positioning a book as an offer that brings clients in. Both are instructive for anyone considering writing in this field and wondering what happens after publication.
Ramos's subject is book marketing and positioning — relaunching an underperforming book, building demand before publication, turning readers into clients — aimed at coaches, consultants, and subject-matter experts who already have a manuscript.
Black's subject is the training and facilitation craft the book is about, written by the person doing the work rather than by someone advising authors.
Read Ramos for how to make a book produce clients; read Black for the training practice the book documents.
Mbunya also publishes a book built around a structured, multi-stage method—Discover, Develop, Deploy over 90 days—and teaches it in short LinkedIn posts, each with a single principle, a concrete story, and a closing question.
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Both writers aim to move readers from knowing something to acting on it, and frame their work as turning potential into visible evidence.
Mbunya addresses personal purpose and fulfillment for a broad audience, using a coaching and faith-adjacent register.
The stated goal of the signature book is to change the reader over 90 days.
Truett Black addresses professionals whose jobs already include running sessions, with a focus on improving training events and internal meetings rather than redesigning personal lives.
Choose Mbunya for personal purpose work; choose Black for training and facilitation practice.
Truett Black’s posts focus on corporate training, facilitation, and workplace learning, with practical guidance for people who lead training sessions or meetings.
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The subject matter suits a thought-leadership collaboration for an L&D consultancy. Before committing, ask for recent LinkedIn audience analytics and, if the campaign targets people by job role or seniority, a documented audience survey or other documentation of those professional attributes.
Across five posts spanning September 2025 to April 2026, Truett Black’s commercial mentions are limited to their own book: Training Zen, published through Productivity Press, an imprint of Routledge/Taylor & Francis Group, and available at Amazon and Routledge.
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They also point readers to a Substack and a blog post of their own writing.
The posts do not mention sponsored content, paid partnerships, affiliate arrangements, rate cards or advertising disclosures, and they publish no official inquiry route for partnership or sponsorship requests.
Ask whether they accept sponsorships or commercial collaborations and request their terms and preferred contact route.
Strong fit. The consultancy and Truett Black cover the same subject, and the brief's deliverable format matches one already documented.
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Brief
An L&D consultancy wants a named co-author for a thought-leadership series on the craft of facilitation, timed to the launch of Training Zen. Deliverables: one bylined article on the consultancy's site and one podcast episode, both drawing on the book and the consultancy's own client work.
Reasons
The book is the brief. Training Zen: How to Build a Sustainable and Rewarding Career in Corporate Training and Facilitation is published through Productivity Press, an imprint of Routledge/Taylor & Francis Group. The posts describe it as both a career guide and a guide to designing and delivering learning events and important internal meetings. That is precisely the territory an L&D consultancy sells into.
Truett Black already writes toward this brief. The posts follow one pattern: a first-person observation or milestone, a short explanation of why it matters, and a pointer to longer writing on the Substack newsletter Training Zen. A co-authored article and podcast slot extend that pattern rather than requiring a new one.
The material supplies the diagnostic the article needs. One post states the problem directly: many internal trainers have never had training on how to lead a session well, and are handed a topic or a deck and told to present. A consultancy can build a piece around that gap and contrast a deck-led session with a designed learning event.
There are three usable content tracks, not one: the book and its origin story; deep service as a competitive advantage, with the stated condition that it fails when pride replaces humility; and adaptive stress versus chronic stress in cross-cultural learning. The adaptive-stress post illustrates its point with 9-10 months of mission-driven effort to become functionally fluent in Mandarin. Each track could support a separate article or episode.
There is narrative material for a series: peer encouragement from named collaborators, an unsuccessful earlier leadership-book attempt, a 40-hour publisher proposal, five years and dozens of rewrites, and a manuscript that grew from a suggested 30-page e-book to 203 pages before cover, foreword, and index.
The book is a name-search asset. A published book with a trade publisher gives the collaboration a searchable artifact and a reason for readers outside the creator's existing audience to arrive on the page.
Conditions
Fit rests on subject match and documented writing behaviour, not reach. The posts provide no data on audience composition, follower seniority, region, or views. Before planning promotion around an audience profile, ask the account owner for analytics.
The posts are the creator's own account of the book, its publisher, and its timeline. They do not mention publisher pages or reviews of Training Zen. Confirm publication details against the publisher listing before a campaign goes live.
When to choose a specialist
The posts do not support this brief. Decline it or reduce it to an unbranded editorial piece with no reach or performance promise.
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Brief
A course-authoring software vendor wants a paid LinkedIn sponsorship series: three sponsored posts plus a webinar, with a guaranteed reach commitment to 250,000 L&D and HR decision-makers in North America, conversion tracking to demo bookings, and performance claims about measurable training outcomes.
Reasons
Across five posts spanning the book's manuscript stage to its publication, the only commercial mentions are the creator's own book at Amazon and Routledge and links to their own Substack and blog. The posts document no rate card, sponsorship format, advertising disclosure, or inquiry route for partnerships.
The posts provide no audience evidence to support a reach guarantee: no follower composition, seniority, region, or engagement data. A profile follower count does not measure an audience of L&D decision-makers and cannot support a 250,000-person commitment or a persona claim. Ask for audience analytics before considering a reach commitment.
The posts provide no outcome evidence for the vendor's category. They argue about training and facilitation craft and career sustainability, but contain no vendor evaluation, platform comparison, or outcome measurement. Performance claims would require evidence beyond what is in scope.
The commercial mechanism is transactional advertising, while the reviewed output is craft commentary attached to a long-form writing habit. A vendor can reasonably want one editorial piece on the facilitation gap; this evidence does not support tracked demo conversions or guaranteed reach.
The material does not show who reads the posts. Ask for readership evidence to verify delivery against the vendor's target.
Conditions
If the vendor drops the reach guarantee, performance claims, and sponsored-post framing, the residual brief is one co-authored editorial article on subject expertise versus facilitation skill. That version is evaluable on the same grounds as the good-fit brief.
Before drafting a commercial plan, ask Truett Black to confirm terms, availability, and willingness to take paid work; the posts do not address these.
A worked campaign example
Angle
"You were handed a deck. That is not facilitation training." A three-part co-authored series on turning subject knowledge into a session that lands, with each part anchored to a specific claim in Training Zen and paired with one case from the consultancy's own client work.
Deliverables
Part 1 - Bylined article on the consultancy's site, 1,200-1,600 words. Open with the documented diagnosis: internal trainers are handed a topic or a deck and told to present, and most have never had training on how to lead a session well. Closely compare two sessions by the consultancy: one deck-led session and one designed learning event, focusing on how each handles opening, participation, and closing. Truett Black supplies the craft framing; the consultancy supplies unnamed client examples.
Part 2 - Podcast episode, 30-35 minutes, co-hosted. Subject: deep service as a competitive advantage. Test the argument against a client relationship where the consultancy's team became too pleased with its own track record and service quality dropped. The post states the condition plainly: the advantage holds only when service is paired with a humility-driven desire to keep learning how to serve people better.
Part 3 - Short co-authored piece or newsletter cross-post. Subject: reading stress signals in a demanding development programme. Use the adaptive-stress distinction - stress that drives development versus chronic stress that leads to burnout - and the Mandarin fluency example, attributed as the creator's own experience. Give managers a practical frame: what to monitor in week one, week four, and week twelve of an intensive programme.
Measurement note
Judge this series on whether readers can describe the difference between a deck-led session and a designed learning event after reading, and whether the consultancy can reuse the worksheet independently. Do not attach reach or conversion targets without audience measurement.
Must be confirmed before commitment
Ask Truett Black whether they accept paid collaborations and on what terms, including whether they charge a fee or consider editorial-only arrangements. The posts do not say.
Request recent audience analytics so the consultancy can plan promotion without implying unmeasured reach.
Confirm availability and timing against the book's stated March 2026 launch and any publisher-led promotion around it.
Confirm which consultancy client examples can be described publicly and at what level of detail.
Ask whether the Substack newsletter archive contains prior treatment of these topics that could change the framing or duplicate an existing piece; the newsletter's own posts were not retrieved.
Why this shape
Each part maps to a claim in Truett Black's posts: Part 1 to the deck-and-topic diagnosis, Part 2 to the deep-service argument and its stated failure mode, and Part 3 to the adaptive-stress distinction.
The consultancy can supply what the posts do not: named or anonymised client cases, delivery data, and a practical worksheet that turns the argument into something readers can use.
The posts consistently carry one claim and point to longer writing on the Substack newsletter Training Zen, making a cross-post route possible in principle. Confirm it with the creator before planning.
The book gives the series a launch hook and a searchable reference point, so readers arriving from a name search can find the collaboration alongside the book.
For a co-authored thought-leadership series on training and facilitation for an L&D consultancy, Vikki Lange is a better choice when the consultancy’s client work focuses on sales performance and team alignment, and the deliverable needs an established proprietary method plus a keynote-style workshop.
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The posts show corporate training built around the Adaptive Sales Performance Method™ rooted in Everything DiSC® and the Awaken-Define-Strengthen™ framework, as well as a workshop, “The Voice You Leave Behind™,” delivered to 50 regional leaders with a Self-Leadership IQ assessment and a digital Implementation Guide. If the consultancy wants a partner who can anchor the series in a sales-performance and team-transformation programme rather than in facilitation craft itself, Vikki Lange fits.
The tradeoff is subject focus.
Vikki Lange’s material centres on sales performance, team alignment and self-leadership, not the training-and-facilitation career craft that Training Zen addresses.
The consultancy would gain a proven framework and workshop credentials, but lose the book-led hook and the specific facilitation-craft argument that make Truett Black a direct match for its co-authored thought-leadership series on training and facilitation.
For a co-authored thought-leadership series on training and facilitation for an L&D consultancy, Nadya Ramos is a better choice when the consultancy’s primary focus is book marketing and positioning, not facilitation craft.
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The posts argue that a book should be treated as an offer and a client-acquisition tool, and that most experts invest in publishing, then let the book fade because they did not build demand before launch. If the consultancy is launching its own book or wants a co-authored piece on using a book to attract clients, rather than on designing and delivering learning events, Nadya Ramos addresses that need directly.
The tradeoff is topic and evidence.
Nadya Ramos’s posts focus on book positioning, launch strategy and client acquisition; they do not show training or facilitation content, a corporate training method or a published book on L&D.
Choosing Nadya Ramos would serve a book-marketing objective, but would not supply the facilitation-craft insight or Training Zen launch hook at the centre of the L&D consultancy’s co-authored thought-leadership series on training and facilitation.
The consultancy would gain a demand-generation angle, not a co-author on training.
For a co-authored thought-leadership series on training and facilitation for an L&D consultancy, Dr.
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Francis Mbunya is a better choice when the consultancy wants to focus on personal purpose, consistency and structured development rather than facilitation craft.
The posts describe a 90-day journey to discover, develop and deploy purpose, and a book, Design to Succeed, launching with that framework.
If the consultancy’s series is about helping people turn potential into visible evidence in a defined period, and a co-author with a current book launch and a purpose-coaching angle is useful, Dr.
Francis Mbunya fits.
The tradeoff is subject fit.
Dr.
Francis Mbunya’s material focuses on personal purpose and fulfilment coaching, not corporate training or facilitation.
The consultancy would gain a book launch and a structured personal-development framework, but lose the direct craft-of-facilitation argument and the publisher-verified training book that Truett Black brings to its co-authored thought-leadership series on training and facilitation.
Five LinkedIn posts by Truett Black cover the writing and publication of Training Zen, deep service as a competitive advantage, and adaptive stress in cross-cultural learning.
The posts have no individual dates, so their sequence is read from the posts themselves; the account snapshot is dated 9 October 2026.
No Substack archive, video, publisher page, audience analytics, or partnership terms appear here.