QUICK TIP
This video is designed to teach you how to conduct an STNA in 3 minutes or less. Check out our full version of this video for a more detailed explanation.
While most leaders are sold on the idea that learning is crucial, some have serious doubts about whether the training in which they invest consistently yields learning that truly helps the business. In short, they do not question the value of learning, but they do question the value of training and development.
So how do we make sure we're delivering value by focusing on the strategic objectives of the organization?
First, I'm sure most of us have done a training needs analysis, which, quite frankly, is not very helpful to business leaders, and makes us more of order takers. What we need to do is a STRATEGIC training needs analysis. The difference between a regular TNA and an STNA is its impact on strategic outcomes.
Strategy drives everything, our job is to ensure that we have a workforce that's capable of meeting or exceeding the strategic business objectives of the organization today, as well as the future.
In this Talent Tip, I’m going to show you how to put the strategy back into your STNA from top to bottom.
I hope you enjoy this video and learn something that you can apply right away. If you did and want more, please subscribe to our channel. Be sure to check out our website for even more content, handouts, and free tools that will take you from where you are to where you want to be.
0:00 Intro
0:18 Five key buckets in a STNA
0:27 Bucket 1: Organizational
1:12 Bucket 2: Departmental
1:54 Bucket 3: Occupational
2:38 Bucket 4: Individual
3:31 Bucket 5: Project-related
Until next time