It is often said by those in leadership within large organizations that, "the only thing constant around here is change!" Continuous change in organizations is certainly one of the most challenging aspects managers face. These vibrant and dynamic work environments create significant challenges for training employees - especially when job tasks/responsibilities frequently change. What are some specific ways to identify training requirements when job responsibilities become a moving target? Continuous change and change initiatives "are currently the norm for organizations, regardless of industry, sector, or type, taking multiple forms" (Bellow & Chatzinikou, 2015, p. 673). Additionally, change can cause employees to feel lost, threatened, uncertain, and anxious (Bellow & Chatzinikou, 2015). Because change can cause negative effects on employees, employers must find ways to prevent their employees from feeling burnt out. The following will first explain the effects that training and development can have on employees during change, followed by a discussion on how to identify training requirements amidst organizational change. Episodic and organizational changes can have negative impacts on employee "attitudinal, behavioral, physiological, and psychological responses..which threaten their success" (Bellow & Chatzinikou, 2015, p. 683). In an article on preventing burnout during organizational changes, Bellow and Chatzinikou (2015) explained that burnout was the "combined experience of emotional exhaustion (feeling of being emotionally spent), depersonalization (detachment form others), and diminished accomplishment (limited sense of efficacy at work)" (p. 675). The authors continued to explain that training can play an important role during organizational change. For instance, training and development can supply employees with new knowledge and competencies, increase their acceptance of the change, enable employees to become more flexible and adaptable to change, and create a common understanding of the change while also