Identifying Training Needs-Reactive and Proactive Approach

 

Identifying Training Needs-Reactive and Proactive Approach

As trainers, we know the words reactive and proactive, which Dr. Stephen Covey popularized in his best-selling book Seven Habits of Highly Effective People. Taking a clue from these words, let us understand how training needs can be analyzed using reactive and proactive approaches.

Reactive Approach: Let us understand this through a simple case study. An IT company got feedback from their client stating that projects are being delayed, there is a lot of communication gap between the stakeholders and above all, being an agile model, there have been changes and conflicts during the execution. After going through this feedback, the L&D was approached to design a training to ensure they don't get such feedback in the future and that they fix the issues with the client for the smooth completion of the project. After having a few rounds of discussion with relevant people. L&D identifies the following topics:

1.   Time Management

2.   Effective and Assertive communication

3.   Stakeholder Management 

4.   Change and conflict management. 

The L&D team successfully addressed the issues by incorporating real-time scenarios into the training program. However, due to delivery pressure, organizing the training was a challenge, and some key resources could not attend. This case study demonstrates the reactive approach's potential for effective corrective measures and damage control but also highlights the importance of timely and comprehensive training. 

Proactive Approach: Now, let us understand the proactive approach in conducting training needs analysis through this case study. A manufacturing company bagged an order from one of their OEMs, and this order has been a dream for MD. It will not only increase their business but also be an opportunity to get orders from overseas. Since the order is time- and quality-driven, the MD was very particular about whether the procurement to fitment in the customer's site should be flawless. He called the plant head and all the departments to sensitise the importance of this order. He instructed all the departments to identify why things would fail/delay or face challenges during the execution. The entire department spent one full day assessing the strengths and weaknesses of each department, performing skill and knowledge gap analysis, and determining sensitive areas to be considered. A report was prepared, and the same was sent to the L&D department to design a program. After discussing within the L&D department and in consultation with other departments, L&D listed the following programs.

1.   Time management and effective planning

2.   Interpersonal effectiveness

3.   Managing differences

4.   Attention to detail.

5.   Customer-centric approach

6.   Problem solving tools.

The L&D department logically presented its views by stating that during the execution, there might be delays, and hence, the art of prioritisation is a key to managing the time. Relating with each other empathetically reduces blame games, increases interpersonal effectiveness and manages the differences. Since there is a severe penalty clause for quality issues, it is better to pay attention to detail. As the customer is very large and capable of extending the overseas contract, it is better to be customer-centric. above all, such projects will have their own problem, and hence, it becomes very crucial to do a root cause to solve the problem quickly.

The above approach is based on the quote-“Prevention is better than cure.”

Since the business is dynamic, there is no one approach towards designing a training program. We need to learn how to react when things go wrong and how to be proactive to ensure things don’t go wrong. The latter sounds idealistic, but it will take time to be there. As trainers, we should educate the clients to be proactive, identify the company’s plans, and help them focus their learning on the future.

Where there is learning, there is less tension, where there is less tension, there is better productivity and harmony in the workplace.

M.L.Narendra Kumar