Have you ever launched a learning programme and thought, “Did that actually solve the problem?” You’re not alone. Far too often, Learning and Development is reactive: someone flags an issue, and boom—training’s rolled out. But unless we understand the real need behind the request, we risk building beautifully crafted solutions… to the wrong problem.

So, let’s take it back to basics. What are learning and development needs? Why do they matter? And how do we identify them properly and prove they’ve made a difference?

What Are L&D Needs, Really?

Learning and development needs are the gaps between what people can do and what they need to be able to do for a business to succeed. They can be caused by things like:

• New systems or processes

• Shifting strategic priorities

• Underperformance

• Compliance requirements

• Evolving customer expectations

  
  

Put simply: L&D needs are the missing skills, knowledge, or behaviours that stop people (and therefore the business) from achieving their goals.

How to Identify Learning and Development Needs

Getting this right is crucial. It’s the difference between delivering something that ticks boxes and something that drives real change. Here’s how to do it properly:

1. Start with a Business Goal

All roads should lead back to business impact. Ask:

• What are we trying to achieve as an organisation?

• What needs to happen differently to make that a reality?

• What’s stopping us from getting there now?

  
  

When you start with strategy, your learning won’t be a side project—it becomes a performance enabler.

2. Analyse the Gap

Once you know the destination, look at the gap between current and desired performance. This might involve:

• Surveys and skills assessments

• Manager interviews

• Performance data (KPIs, quality scores, complaints)

• Observation and job shadowing

  
  

This helps you figure out if the gap is a skills issue (training), a process issue (tools/systems), or a mindset issue (culture/leadership). Spoiler: it’s often a mix.

3. Prioritise the Right Needs

Not all gaps are created equal. Focus on:

• High-impact areas (where better performance = better results)

• Quick wins (small tweaks with big returns)

• Urgent compliance or risk-related needs

  
  

Use a training needs analysis (TNA) to identify, rank and scope where to focus your learning efforts.

Linking Needs to Impact Analysis

So, you’ve identified the need and delivered the learning. But how do you prove it worked?

This is where impact analysis comes in.

1. Define Success at the Start

Right back at the scoping phase, define:

• What will success look like?

• What will people be doing differently?

• How will we know it’s working?

  
  

These become your benchmarks later.

2. Measure Along the Way

Don’t wait until the end to evaluate. Collect data:

• Before and after training

• During roll-out (engagement, feedback)

• Post-training (performance, application, business outcomes)

  
  

This could include anything from knowledge checks and behaviour observation to sales figures or customer satisfaction scores.

3. Show the Link

Use your data to connect the dots:

• Here’s what we set out to achieve.

• Here’s what we delivered.

• Here’s what’s changed.

• Here’s the impact on the business.

  
  

The aim? Prove that your L&D intervention delivered tangible value—whether that’s increased productivity, reduced errors, faster onboarding, or improved customer experiences.

Final Thought: Purpose Before PowerPoint

Identifying learning and development needs isn’t a tick-box exercise—it’s the foundation of effective, impactful learning. When done properly, it ensures your training solves the right problems, for the right people, at the right time.

And when you connect the dots from learning need to business impact, you turn L&D from a cost centre into a strategic powerhouse.

🎯 Need help with identifying learning needs or measuring impact? We’ve got you. Let’s chat.