hammerOk, so this may seem like a radical statement and it goes along nicely with the analogy ,”If all you have is a hammer, everything looks like a nail”. So when looking for training gaps, all the solutions are likely to be training solutions.

It’s all very well me getting bolshy and saying #DitchtheTNA, but for all those organisations who religiously complete their TNA’s what is the alternative? Here is my starter list:

  • Begin with consultative conversations with the right people(this one was Gina Chapman’s @ChayneDaisy)
  • Keep asking “why?”, until you get to the root cause
  • Ask “So if we do this what will it give us?”
  • Ask “If we don’t do this what will it give us?”
  • Look at the last two and ask “Is it worth it?”
  • In the back of your mind, think “What is really going on here? A dodgy process? A bad manager? Lack of resources? Something else?”
  • If you have asked one person, consider asking someone else and maybe using some other methods to uncover the needs: survey, literature search, observations, MI, customer feedback etc etc
  • Looking at the evidence ask yourself “What is the big picture here?”
  • If any evidence conflicts, dig deeper to find out why
  • Ask yourself “Does this look reasonable?”
  • List all the possible solutions and look at your budget
  • Agree some organisational outcomes with the right stakeholders
  • Write some great objectives
  • Choose solutions that will give you a great return on investment

These are my quick thoughts spurred on by #DitchtheLNA on twitter, would love to hear your views.

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