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The Ultimate DIY Learning Design Toolkit
Introduction
8-step Design Plan
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8-step Design Plan

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Understand the audience

It all starts with asking the right people the right questions
The first step in building your Learning Development Plan is to get a better understanding of needs. What needs involve a lack of skill? What needs aren’t really skill-related at all, but more process issues? To make things easier, we’ve come up a set of questions you can ask your sponsor, your consultants, and anyone else who may have insights to share with you.

SiNing’s Pro Tips


Start by reviewing your stated goals on the
Broken link
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page once again. This will guide you as dig deeper into related issues and solutions.
Performance Issue
Performance Goal
Reasons For
1
Account Executives are struggling to close accounts, thus falling short on quarterly sales targets.
Account Executives close 30% of their sales qualified leads.
The companies ARR is directly tied to our quarterly sales.
...

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Then, go through each of the questions in the Questionnaire section to get a clearer picture of which problem you think training will solve and what specific knowledge/skill/behavioral gaps need to be addressed. While anyone on the
The Training Development Team
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can participate, this is where the Consultants on the team will shine.
Two ways to gather responses
Send this page to your executive sponsor, other leaders in the organization, or the target learner group and invite them to complete the questionnaire.
Use in Focus Groups as a facilitation tool where someone takes notes and captures all the responses at once


Needs Analysis Questionnaire

Gather information from stakeholders and potential learners in one of two ways:
Sharing this page with them and asking them to fill out the questionnaire themselves.
Interviewing them, then filling out and submitting separate forms for each person’s responses.


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Lee Young
Ash
Lee Young
Submitted by
SiNing Chan
Date Updated
November 19, 2020
Expected Outcomes
Model Performers
Business and Performance Metrics
Non-training related performance inhibitors
Training-related Inhibitors
Specific Learner Gaps
Past learnings
Existing resources
Stakeholder buy-in and partnerships
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Let’s go and
Create learning outcomes
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