How to Conduct a Learning Needs Analysis (And Why It Matters)

In a fast-moving workplace, it’s easy to default to a one-size-fits-all training solution. But effective learning doesn’t start with content; it starts with clarity. That’s where a Learning Needs Analysis (LNA) comes in.

Whether you’re rolling out leadership training, upskilling your team, or addressing performance gaps, an LNA helps you pinpoint exactly what needs to be learned, by whom, and why.

What Is a Learning Needs Analysis?

A Learning Needs Analysis (sometimes called a Training Needs Analysis) is the process of identifying gaps between current and desired performance in an organisation. It highlights what knowledge, skills, and behaviours are missing, and what learning solutions are needed to bridge that gap.

Think of it as the diagnostic phase before prescribing a treatment. Without it, you risk wasting time and resources on training that doesn’t hit the mark.

Why Do a Learning Needs Analysis?

An LNA ensures you’re addressing the right problems with the right solutions. It helps you:

• Align learning with strategic goals

• Improve individual and team performance

• Prioritise resources

• Create targeted, effective learning experiences

How to Conduct a Learning Needs Analysis

1. Define the Purpose and Scope 🧭

Start by asking:

• Why are we doing this analysis?

• Who is it for: individuals, teams, or the whole organisation?

• What types of learning (compliance, skills development, behaviour change) are in focus?

Clarity here will keep the process targeted and relevant.

2. Identify Organisational Goals 🎯

Learning should never exist in a vacuum. Make sure you understand:

• The organisation’s strategic objectives

• Team or role-specific goals

• Key performance indicators

This will help you tie learning directly to measurable outcomes.

3. Understand the Current State 🔍

Assess what learners already know and can do by reviewing:

• Job descriptions and KPIs

• Existing skillsets and knowledge

• Observations, feedback, or performance data

You’re building a baseline to compare against desired performance.

4. Gather Data on Learning Gaps 📋

Use a mix of tools to get a well-rounded picture:

• Interviews with staff and managers

• Surveys or self-assessments

• Focus groups to gather shared experiences

• Performance reviews

• Customer feedback or quality metrics

Look for patterns, recurring challenges, misunderstandings, or unmet expectations.

5. Prioritise the Gaps 📌

Not all learning needs are urgent or equal. Prioritise based on:

• Risk if left unaddressed

• Strategic value to the business

• Frequency and scale of the issue

• Available time and resources

This step is essential to avoid overloading teams with unnecessary training.

6. Recommend the Right Solutions 🛠️

Now that you know the gaps, consider the best way to close them:

• Formal training (e-learning, in-person or virtual Instructor-Led training)

• Coaching or mentoring

• On-the-job support and job aids

• Process improvements or better tools

Importantly, training isn’t always the answer. If a performance issue stems from a broken process, missing resources, or unclear expectations, those need to be fixed first.

7. Report Your Findings 🗂️

Wrap up the process by sharing your recommendations in a clear, action-oriented format. Include:

• A summary of the key learning needs

• Suggested solutions

• Implementation priorities

• Budget and time estimates

• Ideas for evaluating success

This helps stakeholders make informed decisions and builds buy-in for the learning strategy.

Final Thoughts

A Learning Needs Analysis doesn’t just inform better training; it unlocks smarter business decisions. By taking the time to understand what your people truly need, you can create learning experiences that are focused, relevant, and impactful.

Because when learning is aligned with real needs, everyone wins.

Need Support with Your LNA?

If you are unsure where to start, or you would like expert guidance to ensure your learning strategy delivers real results, we can help.

We work with businesses to design and deliver tailored Learning Needs Analyses that identify skill gaps, uncover hidden challenges, and provide actionable recommendations that align with your goals. Whether you need a one-off review or support building a full learning roadmap, we can help you turn insights into impact.

👉 Let’s chat about how I can support your team.