Training Needs Diagnostic
Rate your team on 18 statements across six capability areas. In about three minutes you’ll see where the biggest gaps are, your top training priorities and the programmes that address them.
Start the DiagnosticAbout the team you’re assessing
Rate each statement
1 = strongly disagree · 5 = strongly agree. Answer for the team as it is today, not as you’d like it to be.
A quick self-check vs. a full VATS training needs analysis
This diagnostic is deliberately simple: one person’s view, 18 statements, instant output. A real training needs analysis in a VATS consulting assignment is far more rigorous, because the cost of training the wrong things is high.
A directional signal
- One respondent’s perception
- Six generic capability areas
- Self-rating, with no validation
- Indicative priorities only
Evidence you can act on and measure
- Competency mapping against your own leadership and role frameworks
- 360° feedback from self, seniors, peers and team members, which reveals blind spots self-rating misses
- Psychometric assessment of individual style and strengths
- Performance data analysis (distributions, variance, outliers) to separate skill gaps from process, market or motivation issues
- Stakeholder interviews and confidential questionnaires, validated with leadership
- Individual reports, group gap heatmaps, IDPs and a measurable baseline
Our training needs analysis method
Define success
Agree the business outcomes and KPIs with leadership before any assessment.
Diagnose in layers
Combine 360°, psychometrics, competency mapping and performance data.
Validate & prioritise
Test findings against ground reality and rank gaps by business impact.
Design to the gaps
Build programmes and IDPs traceable to each finding, with baseline metrics set.
See this method in practice: in one engagement, all 14 HODs self-rated every item “Very Good”, while 360° feedback put them at 3.7–3.9 out of 5. Read the case study →
Request a Full Training Needs Analysis