Training Needs Analysis No 2: Know Thy Change

With all training needs analysis it is often some change or reorganisation that prompts the analysis.   Could be a merging of departments or companies.  Could be a new piece of software or an upgrade.  Could be a new process or way of working.  Whatever it is:  Decide, Define and Deliver what that change means to your community.

How and what you communicate  is very important.  How you deliver the change to its end point is also important. The old-fashioned Features and Benefits has to figure in this equation.  Selling the change.  Making life better.

A consultation with users/community is a great way to get buy-in and understanding.  Although not always possible it does give you a better success rate statistically.  If change is delivered quickly  time doesn’t always permit such a luxury.

Discussion and visibility of the change can be managed through media which we all work with daily: Outlook, PowerPoint presentations, seminars or webinars, brown bag lunches!  The level and rate of communication is up to you knowing your Staff (No 1 tip!).

What will the change mean for the business build a strategy for business continuity with staff engagement and realistic timescales.  Has enough system testing been done?  Has the process been thoroughly explored?  Do we have enough bottle washers if we made folks redundant.  Only you can know because it is your Change.