Meaningful development starts with deeper understanding
Needs AnalysisUnderstand the gaps. Set clear development priorities.
Understand your organisation’s current situation, identify capability gaps among its leaders and teams, and turn training and leadership development needs into clear priorities and an action plan.
Who it is for
For organisations and development teams
The approach
Understanding current capabilities and gaps
The outcome
Development priorities and a roadmap
Illustrative photograph
Is this the right fit?
Invest in the development
your organisation actually needs.
Choosing programmes comes after understanding the need. We help you examine current leadership capabilities, knowledge and skills, and connect gaps to business objectives so that development decisions are based on clear information.
- When building a development plan linked to organisational objectives.
- When preparing for organisational change.
- When a performance gap needs to be understood before programmes are selected.
What to expect
Practical outcomes, defined together.
We agree the scope and deliverables with you before starting, based on your goals, participants and the nature of the engagement.
Gap analysis
A clear picture of the gap between current capabilities and those required to meet organisational objectives.
Needs matrix
Needs mapped to participant groups, competencies and job roles.
Development priorities
Needs prioritised to direct effort and investment towards the right starting point.
Development roadmap
Recommendations for suitable programmes and solutions, presented in an executive report to support decisions.
How we work
A clear path from the start.
We explain the approach before delivery and adapt it to your needs and the agreed scope.
01
Understand your objectives
Define the context, objectives and participant groups, and agree on the scope of analysis.
02
Explore the current situation
Gather information through interviews, surveys, document reviews and role analysis.
03
Analyse the gaps
Compare current capabilities with required competencies and identify development priorities.
04
Map the development path
Present findings, recommendations, the needs matrix and proposed solutions.
Make it tangible
Bring needs, priorities and solutions into focus.
The needs matrix helps clarify gaps and connect them to participant groups and suitable development solutions. The example uses hypothetical data to illustrate the output, not client results.
| Competency | Gap | Priority |
|---|---|---|
| Strategic planning | High | First priority |
| Team leadership | Moderate | Second priority |
| Organisational communication | Moderate | Second priority |
For illustration only. This is not a client result or a commitment to deliverables before the scope is agreed.
Before you begin
Your questions, answered.
Have a question about your organization or goals? Our team is ready to discuss it with you.
When does our organisation need a needs analysis?
When building a development plan, preparing for organisational change or noticing a performance gap. Analysis helps identify needs before programmes are selected.
Which analysis tools are used?
Tools are selected according to the project scope and may include interviews, surveys, document reviews, role analysis and competency gap assessment.
Does the analysis cover every organisational level?
Groups and levels are defined within the project scope, whether leaders, teams or specific job groups.
What happens after we receive the report?
The findings help you select suitable programmes and development solutions. Any subsequent design or delivery is covered by a separate agreement based on your organisation’s needs.
Start with your goal
What development challenge would you like to address?
Tell us briefly about your organisation and its needs, so we can work with you to identify the appropriate next step.