Learning Needs Analysis is not asking: “What training do people need?”
It is asking a more useful question: “What is preventing effective performance — and can learning actually address it?”

I’ve created a Learning Needs Analysis resource as part of my L&D portfolio, building on the stakeholder discovery stage.

The process moves from:
Evidence → Current vs. Desired → Capability Gap → Learning Need → Prioritisation → Design Requirements

Not every performance problem is a learning problem.

Sometimes the right intervention is training.
Sometimes it is practice, coaching, tools, process change or leadership support.

The role of L&D is to diagnose before designing.