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How do you get buy-in from learners and managers for learning needs analysis?

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Learning needs analysis (LNA) is a process of identifying and prioritizing the knowledge, skills and attitudes that learners need to achieve their goals and perform effectively in their roles. LNA can help you design relevant, engaging and impactful learning interventions that align with your organizational strategy and objectives. However, LNA can also be challenging, especially if you face resistance or indifference from learners and managers who may not see the value or urgency of learning. How do you get buy-in from learners and managers for LNA? Here are some tips to help you overcome common barriers and gain their support and involvement.

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Joe Lee

Leadership, Learning, Organisational & Talent Development 丨M.I.H.R.M.(HK)
Adam Spacht

Transform corporate training to drive real business results ?? Build competitive advantages through effective employee…
Apurva Karandikar

Ingrain passion and compassion in your work and you will succeed.Business HR Partner, POSH committee member, Wellbeing…

1 Understand your stakeholders

Before you start your LNA, you need to know who your stakeholders are, what their expectations and needs are, and how they will benefit from learning. Stakeholders can include learners, managers, sponsors, subject matter experts, and other relevant parties. You can use various methods to gather information from them, such as surveys, interviews, focus groups, observations, or document reviews. You should also consider their perspectives, motivations, challenges, and preferences. By understanding your stakeholders, you can tailor your communication and engagement strategies to address their concerns and interests, and demonstrate how LNA can help them achieve their desired outcomes.

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Joe Lee

Leadership, Learning, Organisational & Talent Development 丨M.I.H.R.M.(HK)
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We have to connect LNA to business. Emphasis the importance of LNA in building the right direction of Learning and Organisational Development strategies. Make sure the learning initiatives will support or bring positive impact to the business performance.

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Payal Mittal Talwar(PCC)

An NLP trainer &Personal Excellence Coach | PCC (ICF) | L&D Consultant (InvokHR)| IFC( World Bank) Certified trainer |Lumina Certified Practitioner | Author/ Rambler | A Green Warrior | Passionate about the Armed Forces
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I feel that by making the LNA about them(the learners and the managers) - asking questions about the challenges they face and the changes they would like to see , gets a lot of buy-in I have found it helpful to spend time in 'listening' to them and showing genuine interest and a desire to craft the programme according to their inputs. When people realise that the programme is being tailor- made to address their concerns, they open up. Also, reading up about their company and industry and having prior knowledge always is a plus

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Marcos Schmitz, PMP

Program and Project Management Expert | Specialist in Change Management and Business Transformation
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For any Organizational Change, in addition to diagnosing the levels of resistance and synergy, culture, past implementation problems and so on, creating a clear and inspiring vision of the future for all those involved is the most effective way of boosting a real level of commitment to the issue. Motivation needs to be intrinsic.

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2 Communicate the purpose and benefits of LNA

One of the main reasons why learners and managers may not buy-in to LNA is because they do not understand why it is important and how it will benefit them. Therefore, you need to communicate the purpose and benefits of LNA clearly and convincingly, using language and examples that resonate with your audience. You should explain what LNA is, what it involves, what it aims to achieve, and what the expected results and impacts are. You should also highlight how LNA can help learners and managers improve their performance, solve problems, meet standards, develop competencies, and advance their careers. You can use stories, testimonials, data, or case studies to illustrate the value and relevance of LNA.

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Adam Spacht

Transform corporate training to drive real business results ?? Build competitive advantages through effective employee development ?? Teach trainers to design, develop and deliver sessions that don't suck
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Like anything, how you communicate and position an LNA can make the difference between support & adoption and resistance. Focus on how this front end investment will pay off by developing the team faster, solving key business issues and making leaders & front line managers lives easier.

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3 Involve learners and managers in the LNA process

Another way to get buy-in from learners and managers is to involve them in the LNA process, rather than imposing it on them. By involving them, you can increase their ownership, commitment, and participation in learning. You can involve learners and managers in various ways, such as asking for their input, feedback, or suggestions, inviting them to join focus groups or workshops, or assigning them roles or tasks in the LNA process. You should also acknowledge and appreciate their contributions, and keep them informed of the progress and outcomes of the LNA process. By involving learners and managers, you can also gain valuable insights and information that can improve the quality and accuracy of your LNA.

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Apurva Karandikar

Ingrain passion and compassion in your work and you will succeed.Business HR Partner, POSH committee member, Wellbeing champion, HR automation & transformation expert
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Involving learners and managers in the LNA process will help in building solid foundation, more focused approach and they will treat this as a mutual goal. Organizations should use top down approach for this analysis. Your Seniors leaders/Executive leadership team should promote the benefits, share testimonials about impact and effectiveness. Contributions can be tracked through regular dashboards, analytics or internal newsletters.

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4 Align LNA with organizational strategy and objectives

Another factor that can influence the buy-in from learners and managers is the alignment of LNA with the organizational strategy and objectives. Learners and managers are more likely to support LNA if they see how it relates to the vision, mission, values, and goals of the organization, and how it supports its priorities, challenges, and opportunities. Therefore, you need to link LNA with the organizational strategy and objectives, and show how learning can help the organization achieve its targets, improve its performance, and enhance its competitiveness. You can use frameworks, models, or tools to align LNA with the organizational strategy and objectives, such as the SWOT analysis, the balanced scorecard, or the Kirkpatrick model.

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5 Address potential barriers and challenges

Finally, you need to anticipate and address potential barriers and challenges that may hinder the buy-in from learners and managers. Some of the common barriers and challenges include lack of time, resources, or budget, conflicting priorities or agendas, resistance to change, or low trust or confidence in learning. You can address these barriers and challenges by planning ahead, identifying risks and mitigation strategies, negotiating and compromising, providing incentives and recognition, or building rapport and trust. You should also be prepared to handle objections, questions, or criticisms, and provide evidence, facts, or solutions to support your LNA.

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Siong Lai W.

Employability Skills Trainer| Performance Technologist | HRD Consultant| Change Facilitator| Motivational Speaker| Online Educator- Follow me to stay on top of work, people, technology, and business for peak performance.
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Keep in mind to follow-up and action plan. After the learning needs analysis is finished, clearly outline your next steps and convey the findings. Include learners and managers in the execution of the training and development activities by providing frequent reports on progress.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Evelyn E.

Corporate Consultant & Coach | Bravo: Lessens Conflict by Enhancing Team Communication Through Awareness of Individual and Collective Styles | Leadership Training | DISC Personality Consultant | bli.life
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I find it helpful to establish rapport with the learners before hand. Listen to what they have to say and use that same language as you market/talk about the training. In short, it’s important to be influential in order to get to your outcome. During the training, they already know you so they have the buy in and learning can go a bit deeper. Hope that helps.

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How do you get buy-in from learners and managers for learning needs analysis?

1

2

3

4

5

6

1 Understand your stakeholders

2 Communicate the purpose and benefits of LNA

3 Involve learners and managers in the LNA process

4 Align LNA with organizational strategy and objectives

5 Address potential barriers and challenges

6 Here’s what else to consider

Training & Development

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How do you get buy-in from learners and managers for learning needs analysis?

1

2

3

4

5

6

1 Understand your stakeholders

2 Communicate the purpose and benefits of LNA

3 Involve learners and managers in the LNA process

4 Align LNA with organizational strategy and objectives

5 Address potential barriers and challenges

6 Here’s what else to consider

Training & Development

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