Creating training or any even assuming that training is the correct solution without analysing the issue is foolhardy at best and will lead to an inefficient solution. I want no part of that. This isn't something new and I follow a set rock solid process that relies on proven methods created from the giants in the field. Then I add my own expertise and ability to the mix to play the ultimate detective and researcher to get the correct solution.
The analysis portion isn't some kind of magic wand that one waves and solutions magically appear, but in reality a systematic process with industry proven tools that are used to gather all relavent data possible. Below I listed some of the techniques and tools that I commonly use in order to gather this data. The exact templates used will adjust per client needs and at other times, new tools and techniques will be brought in as needed. The whole purpose of this is to not make decisions in a vacuum but based upon data. This seems like common sense and it should be, but we see large corporations make mistakes like this every year. Don't be that company.
The first step is to explore the issues on the table. This step is an informal brainstorm where we don't dig into the data too far but instead focus on what the project sponsor(s) feel about the situation.
After we narrow down the issues through discussion and analysis, it is time to start gathering information from the players involved in the whole situation. Working with the stakeholders, a list of appropriate people are identified and in addition the existing data and metrics are captured.
At this point, it is essential to see if we need to gather more data to create logical solutions. There are a few tools that we can use at this time such as a more detailed performance gap analysis, subject matter analysis, and others if necessary.
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