In L&D, when we are approached with a training request, it's our job to do a little research for ourselves about training audience needs.

Often, the time you have to do this research is limited. Your capacity and the capacity of your subject matter expert is limited, and you may not even feel like you have the expertise to do the analysis. So how can you validate the audience's needs with limited time, capacity, and expertise?

On this episode, I’m sharing three ways you can identify training audience needs.

▶️ Key Points:

00:58 The need for a training needs assessment

01:34 Identifying training audience needs at a micro versus macro level

03:04 3 Ways to identify training audience needs

As L&D professionals, we’ve all been there—an email or meeting request arrives with a simple statement:

“We need a training.”

But before jumping in, it's crucial to take a step back and ask, Is training really the right solution?

The Problem with Training-First Thinking

When leaders or teams request training, they often assume it's the best way to fix a problem. However, without diagnosing the root cause, training might not actually solve anything. If employees lack motivation, clarity, or the right tools, training alone won’t drive lasting change.

To ensure learning solutions align with actual needs, we need to validate the training request and identify the audience’s needs.

Three Ways to Identify Training Audience Needs

As a consultant, I’m often asked to create a training. It’s my job to validate that request and uncover the audience’s needs. Here are three steps I take:

Step 1: Dig Deeper with Subject Matter Experts (SMEs)

Instead of immediately developing a training course, start by asking:
✔️ What should people be doing?
✔️ What are they doing instead?
✔️ Why aren’t they already doing it?

This helps uncover if the issue is a knowledge gap, a process problem, or something else entirely.

Step 2: Get Input from the Target Audience

Training is most effective when it aligns with real challenges. Talking directly to the audience can reveal obstacles that leadership may not see. Their insights can validate what the SME has shared and can also shape more relevant, engaging learning experiences.

Step 3: Check Existing Resources and Expectations

Are there already job aids, standard operating procedures (SOPs), or program guides that address the issue? If so, training might not be the answer. Perhaps a performance support tool, mentorship, or process refinement is the better solution.

Becoming a Performance-First Partner

When L&D teams take the time to diagnose performance gaps, they move beyond simply fulfilling training requests. They become trusted partners, helping organizations implement solutions that create real impact.

Next time you get a “we need training” request, try these steps. You may find that the best solution isn’t training at all!

To learn more about identifying training audience needs, tune into episode 128 of the Learning for Good podcast.

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