Examples of on-the spot training needs analysis
OPTION 1: Small group discussions
Divide participants into groups of 3 - 4 and invite them to discuss the following questions:
- What are your expectations for this training?
- What is your expertise in the training topic?
- What do you need to learn in this training?
- What would need to happen in this training for it to prove useful to you?
Invite groups to write down their conclusions on big post-its and share with the rest. Stick their answers to a pin-board or wall in order to keep them in sight. Discuss each of them one by one, identify general trends, analyze what and how you might address them within the training.
OPTION 2: Objectives analysis
List the objectives of the training on separate flip-charts and invite people to reflect on the relevance of these objectives to their professional learning needs. Distribute coloured paper, scotch tape and scissors, and invite people to cut pieces of paper, in varying sizes, to write down their questions, needs, and topics of interest related to certain objectives. They will tape these papers on the flip-chart corresponding to each objective. The bigger the paper they write on, the greater their interest for the learning objective.
Have a discussion with the participants in which you analyze each flip-chart, identify trends or diverging learning needs, and look at ways to answer their expectations and needs within the limitations of your training.
OPTION 3: On-going training needs analysis
If you conduct a several days training, it might be useful to conduct an assessment at the end of the day and ask people what their remaining learning needs are for the next day(s). You can do this by using an on-line platform like Mentimeter.
Until the next day, you can analyze the responses, see what you can adapt and answer over the next day(s) and clarify what is not possible.