How do you guide your training needs analysis using ADDIE or other frameworks?

It is also important for the companies to understand the importance of TNA firstly. In my experience in many organizations the training company is approached with a training modules without actually going through the TNA process. I personally also believe that the trainees must also participate in TNA as they are the ones getting trained. I remember one incident wherein a large organization allowed us to actually conduct a workshop with the trainees to do TNA and the end experience was really great.

One instance where using the ADDIE framework really stood for us was when one of our clients wanted us to find the training needs of their people. Our client: Leading tyres manufacturing company Problem statement: Their B2B clients were not satisfied with their service, the product was well received and the pricing was very competitive. They wanted us to train their client success team to reengineer their process. We realised that Evaluation which is actually the last step, started well at the Analysis stage- this is not a linear framework, we got much nuanced results and clear training needs were identified because we used ADDIE as a 360 degreee process, instead of a step by step one. It gave us bullseye accuracy.

Keep in mind this process is not always linear. One step informs the next, but a revisiting of previous steps is sometimes necessary. While evaluation is the last letter of ADDIE, evaluation begins in the analysis phase as you determine the performance goal and accompanying objectives.

Training Need Analysis or TNA is extremely important. This is ideally done by the organization itself. ADDIE is the most used framework, though organizations could use any framework or methodology, suitable for their size, scale & sector. Important thing is that TNA is carried out before laying down the expectations from a trainer or training company. TNA aligns the trainer with the learners, organization as well as the training goals. Many times, companies expect behaviour level changes, yet they fail to even understand the requirements of their intended trainee group, gaps or training alignment with the organizational requirements and logistics.

So, true, companies or their management, will usually talk about vertical training, in a specific function. Wherein one needs to analyse the knowledge or skill demand based on the organization's maturity & capabilities. With the ever-changing business space what worked in be past or working in the present will surely not work in the future. Growing HR talent or retaining HYPO team members will need very special handling both in training and motivation.

Irrespective of which system or process do we follow as a coach/trainer, we must focus on how we are delivering it to the audience with them keeping as a priority always! And then only results or it's success will be seen by everyone!

There's no such thing as a "final" delivery! The process of training delivery in of itself should always be regarded as iterative and in need of constant evaluation and approximation. A good trainer should treat every delivery as an opportunity to seek a better iteration.

The choice of the right framework depends on several factors, including your objectives, available data, familiarity with tools, and more. Just as you select the most suitable vehicle for a journey based on your destination, road conditions, and preferences, your TNA framework should align with your unique training goals, available resources, and team expertise. So, like a wise traveler, consider these factors when choosing your TNA framework to ensure a successful learning journey.

One thing I have found helpful when doing TNA, even for a 1-1 session is asking the right question. There are a common set of questions you can ask the clients, but in my experience these really change when you are sitting with the person. Do not bind yourself with a set of questions, and let conversations flow.

When conducting TNA, consider these additional factors for a comprehensive analysis: 1. Stakeholder Involvement: Engage key stakeholders to gain diverse insights and perspectives. 2. Data Sources: Explore various data sources, such as surveys, interviews, and performance metrics, to gather a holistic view. 3. Technology Integration: Leverage technology for efficient data collection and analysis. 4. Resource Allocation: Allocate resources wisely for a robust TNA process. 5. Timeline: Set clear timelines and milestones for TNA stages. 6. Continuous Improvement: Implement a feedback loop for ongoing TNA enhancement. 7. Alignment with Trends: Stay updated with industry trends and best practices.