How do you identify what learning your organisation needs?

The most common mistake in learning and development is starting with a solution — a training programme, a workshop, a course — rather than with the problem. A needs analysis starts with the business question: what does the organisation need people to do differently?

The analysis involves conversations at multiple levels. Leaders can describe the business priorities and the performance gaps they observe. Managers can describe the specific situations where their teams struggle. Participants can describe the challenges they face in their day-to-day work.

The output of a good needs analysis is a clear statement of the capability gap — the difference between what people currently do and what the business needs them to do — and a recommendation for how to close it.

Not every gap requires a training programme. Some gaps are caused by unclear expectations, poor processes or inadequate tools. A needs analysis should identify the root cause before recommending a solution.

The needs analysis also defines how success will be measured. If you cannot describe what good looks like at the end of the programme, you cannot evaluate whether it worked.