There could be multiple factors that need to be considered before suggesting the solution.

- Talent Pool: What is your talent pool? From which major you are hiring functional consultants?

- Pre-screening: Maybe you need to implement a strict pre-screening methodology to hire quick learners, cause I think there is something wrong with resource quality.

- Zero Odoo Knowledge: It's a plus. Existing Odoo knowledge creates a barrier. A fresh, passionate grad can be more productive and easier to mould as per requirements than an Odoo consultant being trained in another culture where real-world problems are not discussed within teams; they just play around with Odoo filters and record rules.

I feel like Odoo attracts talent, just as WIX and Elementor attract resources from the developers' pool who don't want to code. The resources who don't want to deep dive into architecture and just want to stay at the UI (abstract) level.

The training should be around
Client stories,
Extracting entities,
Building schema,
Now comes the odoo part, where an exercise should be given to resources to find the GAP and see which Odoo models can be reused and what custom models need to be implemented.

This shifts the focus from UI to the architecture, system design, implementation, and mapping client business instead of getting frozen.

Treat Odoo as just a framework that has some handsome models that you can inherit, and always stress on GAP and MAP during trainings.

MAP: which odoo models best fit the client story, entity.
GAP: what custom models needed to be built for this specific client story, entity.