Identifying Learning Needs LO13967

Ian Saunders (
Sun, 15 Jun 97 09:58 BST-1

Replying to LO13937 --


It sounds like you and your team are doing a good job, adding value and
enjoying yourselves. A couple of points [and I am sure that others will
offer some valuable tools and techniques]

I want to offer some comments

1. You have done and are doing a good job. Trust your own competence and
skill [I do not mean stop asking for help or believing you know it all]
Recognise the good work you have done. What worked well? Can anything you
have already done be used. How much have we deliberately learned from what
we have done?

2. Get groups of people to brainstorm possible learning needs. Whilst I
acknowledge 'we do not know what we don't know' by working with others we
reduce the risk of this phrase dominating. People tend to be much more
committed to working on things that they have had a hand in developing.

3. Prioritising them. I would seek to put them into two categories.
Firstly those that support the business plan or essential to deliver the
business plan and secondly those that are important for the development of
the culture and the people within it. Many of the second group may be
needed for the former and then I agree prioritising becomes more
difficult. See how much people can do for themselves, self help groups and
action learning groups can enable a lot to be done with limited funds.

Hope this helps and I look forward to seeing what other responses you get.

Ian Saunders
Transition Partnerships - Harnessing change for business advantage

-- (Ian Saunders)

Learning-org -- An Internet Dialog on Learning Organizations For info: <> -or- <>