Learning solutions embody many forms

But they all start with a complete audit of the organization and situation.

The Learning Needs Analysis includes:

• Meet your team – What do you need? How did you get here? Where do you excel? What are your concerns? (This stage can include individual interviews with team members).
• Identify the end-user – What types of people are learning? What other obligations do they have? What are there strengths and weaknesses? (This stage can include individual interviews with team members).
• Review products and infrastructure – What products do you have now? When was your tech approach last updated? What is working? What isn’t?
• Report – What did we find? Where are the gaps? How can they be filled? What will it take?
• Follow-up – Are you satisfied?

The Learning Design Plan includes:

• Budget – What can you afford? In the next year? Over three years?
  
• Prioritize – What do you need now? What can wait? What will you want in five years?
• Establish scope – What are the deliverables? What help do you need? What is the timeline?
  
• Report – What is the learning design strategy for your organization?
• Follow up – Are you satisfied?

Learning Needs Analysis and Learning Design Plans require good communication and a team effort throughout.

Yes, I’d like an initial audit.