Expected
What should good performance or capability look like?
Development tools
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Training needs analysis
Before you choose training
Start with the gap, not the course. Get clear on what should be happening, what is happening now and what may be getting in the way before deciding what support makes sense.
The principle
“We need training” is a conclusion, not a starting point
Performance can be affected by knowledge and skill, but also by unclear expectations, tools, process, feedback, support, opportunity to practise or competing priorities.
Current
What is actually happening, based on evidence?
Response
What could realistically help close the gap?
01 · Scope
Whose development need are you looking at?
The same logic works at different levels. Keep the scope small enough that the gap is specific.
02 · Define the gap
What should be happening, and what is happening now?
Keep both sides observable. Avoid labels such as “not motivated” unless you have evidence for what you mean.
Expected
Current
03 · What may be getting in the way?
Check more than knowledge and skill
Select everything that may be contributing. This is a working view, not a label about the person.
Add at least one possible contributor. The tool will help you think about whether training belongs in the response.
04 · Choose a response
What could actually help?
Training can be part of the answer. It should not carry problems it cannot solve.
What would success look like?
How will you review it?
05 · Return & review
Did the response actually change the gap?
Come back after the response has had a fair chance to work. Review evidence before adding more training or assuming the original explanation was right.
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