10 Tips for conducting a training needs analysis when faced with managerial demand

Whenever there is a team performance issue, the go-to people for most managers are the training specialists. In my many years of corporate L&D experience, I’ve heard more such requests than I can recall off the top of my head. Unfortunately, the great majority of requests were unfounded. Training can do many things, but it’s not a universal fix for all business ailments.

In many of these cases, my team realized immediately that it was not a learning need. Sometimes we were very clear about that and tried to offer alternative solutions. However, other times, we had to go ahead with it because of the circumstances (meaning very determined managers who would not take no for an answer).

To provide training where it is indispensable and avoid doing work that won’t pay off, here are some valuable tips for doing a proper training needs analysis before caving in to managerial pressure.

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