Assessing Training and Development NeedsBrent Darnell | Owner, Brent Darnell International
In addition, we have found stress and burnout to be epidemic in these industries, so our programs address the people side of the equation as well as a mental and physical peak performance aspect. The cool part is that we have found a correlation between the emotional and the physical. I am unclear why we in the West try to separate the two. These are year-long programs that create true and lasting changes in the participants.
If I were to look at a generic laundry list of assessing development, I would say:
- Have your jobs clearly defined with specific skills and abilities and don’t leave out the “soft” skills.
- Measure the skills and abilities of your people. This can be done in a variety of ways through evaluations, formal and informal assessments, and dialogue.
- Discuss where each individual wants to be professionally and personally. Have them set goals.
- Measure any gaps between skills, requirements, and where they want to be in the future.
- Start the dialogue of development with each individual with clear goals.
- Provide them with the resources to attain these skills.
- Follow up continuously with coaching, encouragement, resources, etc.
- Check in occasionally (not just once per year): Review of where they are, where they are going, and how to get them there. These follow-ups can happen as often as daily.
Author Perspective: Business