There have been a number of posts recently stating that the TNA is dead or no longer required within the L&D function. So what replaces it?
I totally agree that a poorly conducted TNA will not help the business achieve its goals - but a good TNA is the foundation of building the case for having training as a solution - or not. Let's be fair, many organisations think they can throw a course at any problem to solve it. Then blame L&D when the desired results don't happen.
As a training professional you MUST have a thorough understanding of the business objectives you are expected to deliver against. Not learning objectives, business objectives. Get to grips with the problem, research the underlying cause/s and only then can you start to identify possible intervention methods, of which training is only one possible avenue.
Does this mean the role of L&D needs to change? Probably.
We are far more than the traditional delivery system, we are more aligned with a change management process that affects all areas of every organisation and we need to see our role as a consultancy where procuring training is not just used as a plaster to fix the problem but we do an analysis before we make a diagnosis. Think of a Doctor with their patient. A good Dr (us) will listen to what the patient (sponsor) thinks is wrong with them and even discuss the cures the patient has researched or been told about but they will then focus on identifying all of the symptoms and the environment that the patient is living in before asking even more questions in order to diagnose the possible underlying causes. Only then are they ready to start prescribing a solution.
Is our role any different? No.