Month: June 2023

What do you think are some of the challenges organizational leaders face when advocating for conducting formal needs assessments?

A potential challenge for organizational leaders when advocating for conducting formal needs that I have witnessed from personal experience is the allowance of the time, effort, and focus on the project.  Often times when leaders broadcast the need for this assessment the opportunity cost and trades offs of what some will deem ‘real work’ that is needed.  For assessments to provided impactful outcomes they, based on opinion, need to have dedicated team members focused 100% on the objective.  Historically these assessments have been attempted with the mindset that an individual will devote xx% of time to the needs assessment as a ‘special project’ and the remainder of their % of time to their current role.  This is challenging as what has been found is a sliding of time towards their individual’s current role and lesser time spent on the needs assessment.  The additional challenge the occurs as well is the coordination and rallying of all involved (teams, groups, individuals) that the needs assessment is worthwhile and effort should be devoted towards the initiative.  Using history as a guide this directive and with full advocacy is needed to enthuse the organization to take part with the realization that trade-offs may need to be made in other areas.

 In your own personal professional development, how will you overcome the challenges?

To overcome these challenges, the rallying and buy-in from a broad leadership team is needed.  The leader must gain support from their manager and in optimal cases have their manager showcase support to the broad team involved to allow knowledge of the cascading affect up-stream.  Additionally, each direct report of the leader must be on-board and although their may be differences of opinion there must be an ‘all-hands-in’ alignment that occurs so there is not dissention in the ranks that may cause hurdles or inefficiencies.  The flow of up-down in the organization and full buy-in could be a sound way to overcome challenges.  The benefit showing how what is being done at each level ties to the overall needs assessment is crucial.

Reference

PSU (2023) L5: Techniques – Training Needs Assessment.  WFED 573: Needs Assessment.

https://psu.instructure.com/courses/2258425/modules/items/38392951

Why is it important to consider what strategies for collecting and analyzing data are appropriate to utilize before actually conducting a needs assessment?

Observational effort should be utilized prior to implementing strategies for collecting data regarding the structure of organizations and best methods to capture data for most efficient and accurate analyzation.  This allows the ability to use structured and non-structured time to support other data collection methods.  It appropriate as a consultant to review past information from extant data gathering and what may be applicable and what could seem as duplicative regarding the sample size and base of employees involved.  This may be seen as the first step in planning for data collection and analysis.  An example may be the frustration for an employee based that routinely takes surveys with no outcome to then have another survey given to them.  Answers may be swayed based on historic angst related to giving answers many times with no outcomes.

Interviews should be structured for diversity to ensure a swath of feedback is received from various groups, levels, and demographics.  Focus groups can be interesting depending on who is involved.  An example here is if a Human Resources representative or high level manager is included in the group the feedback from others may be limited.

Reference

PSU (2023) L3: Introduction & Fundamentals of Needs Assessment.  WFED 573: Needs Assessment.

https://psu.instructure.com/courses/2258425/modules/items/38392934