Templates are extremely useful for consistency and as a starting point to get you focused on what needs to be done and how.

Templates such as those used by your organisation for invoices or letters with the logo and specific typeface and fonts are very familiar to us.  When it comes to more complex tasks, a template that has the key points to guide you through the process is invaluable.  It is an essential part of your toolkit.  Access our templates from the Resources page or by clicking the picture under each topic heading.

Here are a couple of examples:

Stakeholder Analysis

Part of successfully managing or implementing any project is to consider the change management aspect.  A previous blog was entitled Stakeholder Analysis (you can access it from this link).  A stakeholder analysis is the gathering and subsequent analysis of data to determine whose interests should be taken into account when developing and or implementing a policy, programme, or project and their interests, positions, alliances, and concepts of importance to the change that is being implemented.  Organisations that survive and prosper through change are those that have the right people, processes and technology in place to maximise the opportunities that the change presents.

Although there are many templates on the web, knowing where to start with the challenge is often difficult.  Each project is different as are the people involved in it or affected by the change, so our template provides you with what needs to be considered, eg Company position details, project involvement, new organisation changes, training requirements, internal and external stakeholders.  Managing these considerations is only the tip of the iceberg of a successful change project.

It is difficult to create a one style fits all “template” as the process is often dynamic.  Although resistance at various project phases may be predicted and some strategies in place to manage this, there is nothing like having a skilled change manager on the team reading the dynamics of the situation and working with managers and stakeholders to form short term strategies to help smooth any transitional challenges.


Training Needs Analysis

Before teaching a new subject to adults, such as a new piece of software that is being rolled out as part of a project, a study of the audience should be undertaken.  Our previous blog entitled Training Needs Analysis can be accessed via this link.  Each template may have different elements that are required for the topic, but may include an analysis of the following:

  • Who are the learners? Background – are there any factors that will help or hinder their learning such as age, nationality, language skills, interests or learning styles?  Their role in the organisation or role within the software may also have a significant impact.
  • Where are the learners? Geographical location will help you determine how best to deliver the training and therefore see what the constraints may be in relation to learning styles.
  • What do they know already? Determine previous experience and knowledge that will help them absorb this new topic.
  • What do they need to know? Goals – those of the project as well as those of the audience in terms of why they are going to attend.  Is it for self-development, or out of an interest in the topic or because ‘they have been told to’.  Is it indeed a performance gap that could be solved by training?
  • What is the desired level of competence? Start to gather the data that will help you determine the key content and objectives.  These will align with what the learners need to know to bridge the performance gap.


We offer the following courses that cover either Stakeholder Analysis or Training Needs Analysis:

  • Training Skills For Better Performance
  • Change Management – Introduction
  • Change Management – Advanced
  • How to Deliver Training Online
  • How to Design E-Learning
Print Friendly, PDF & Email

Leave a Comment

Your email address will not be published. Required fields are marked *

Pin It on Pinterest

Share This