Investing in leadership and employee development makes sense. But how do you know you’re investing in the right things?

A training programme may address a skills gap, but it won’t necessarily resolve unclear responsibilities, inconsistent expectations, poor communication or organisational processes that get in the way of performance.

That’s where Discovery comes in.

Our evidence-led training needs analysis brings together organisational priorities, stakeholder perspectives and validated behavioural assessments to identify what is working, what is getting in the way and where development can make the greatest difference.

Discovery is available as a standalone service. You receive the findings and recommendations, with no obligation to purchase further development from flowprofiler®.

What is Discovery?

Discovery is our structured approach to understanding an organisation’s development needs before recommending solutions.

Rather than relying on assumptions about what people need to learn, we gather evidence from different sources to build a picture of the behaviours, capabilities and organisational factors influencing performance.

We examine the organisation’s expectations alongside people’s experiences and behavioural assessment results. This helps us identify strengths to build upon, challenges to address and gaps between current and desired performance.

The outcome is a clearer understanding of where to focus development efforts and why.

How our training needs analysis works

Every organisation is different, so the scope of Discovery is tailored to your objectives, people and circumstances.

Our approach typically involves five stages.

1. Understand your business priorities

We begin with the organisation’s goals, strategic direction and expectations of its people.

What does successful performance look like? What needs to improve? Where are leaders and teams experiencing challenges?

This gives us a clear organisational context for the analysis.

2. Listen to your people

Through structured stakeholder interviews, surveys and relevant organisational information, we explore how people experience their roles, responsibilities, relationships and working environment.

We look for common themes, differences in perspectives and factors that may be helping or hindering performance.

3. Assess behavioural capability

Using flowprofiler®’s validated psychometric assessments, we can examine emotional intelligence, resilience and motivation across individuals or teams.

The assessments provide insights into behavioural strengths, potential development needs and how people may respond in day-to-day situations and under pressure.

Other tools, including Leadershipflow® 360 and Engagementflow®, may be incorporated where appropriate to the agreed scope.

4. Bring the evidence together

This is where the analysis becomes particularly valuable.

We consider the assessment results alongside organisational objectives and stakeholder feedback.

We look for patterns, areas of agreement, differences in perception and possible barriers to performance.

Importantly, not every performance issue is a training issue.

Some challenges require capability development. Others may involve clearer expectations, decision-making, processes, accountability or changes to how work is organised.

Our recommendations reflect those distinctions.

5. Present findings and recommendations

We bring the evidence together in a Discovery report, supported by a presentation and discussion of the findings with relevant stakeholders.

We identify strengths, development opportunities and priorities, explaining the reasoning behind our recommendations.

The aim is to give decision-makers practical guidance about what to address, where to begin and which actions are likely to deliver the greatest benefit.

What will your organisation receive?

Discovery provides more than a collection of assessment results.

Depending on the agreed scope, your Discovery report may include:

• Organisational context: The priorities, expectations and performance challenges identified during Discovery.
• Stakeholder insights: Key themes from interviews, discussions and other information gathered.
• Behavioural assessment findings: Relevant individual or aggregated team insights from flowprofiler® assessments, including emotional intelligence, resilience and motivation.
• Leadershipflow® 360 insights: Feedback from people who work directly with leaders, highlighting leadership behaviours, strengths, development opportunities and differences in perception.
• engagementflow® insights: Evidence of employee engagement, organisational connection and future intent, alongside workplace factors that may be influencing these outcomes.
• Development priorities: Areas where capability, behaviour or working practices may need to change.
• Practical recommendations: Suggested development activities, organisational improvements and other actions aligned with business priorities.
• A stakeholder presentation: An opportunity to review the findings, discuss their implications and consider the next steps.

You receive a documented evidence base to support future development decisions, whether you work with flowprofiler®, your internal team or another provider.

Why choose flowprofiler® for training needs analysis?

We look beyond skills gaps.

Leadership and workplace performance are influenced by more than technical knowledge or training.

People bring their emotions, motivations, resilience, established behaviours and ways of working into every workplace situation. These interact with the organisation’s expectations, systems and working environment.

Discovery considers these factors together.

We bring behavioural evidence into the conversation.

Our original, validated flowprofiler® assessments provide insights into emotional intelligence, resilience and motivation, helping us investigate behavioural factors that traditional training needs questionnaires may overlook.

We connect development to business outcomes.

Our starting point is what the organisation needs to achieve. We use that context to interpret the findings and make recommendations that are relevant to its priorities.

We recommend what the evidence supports.

Our recommendations may involve leadership development, coaching, targeted skills development or organisational improvements.

Sometimes the most valuable finding is identifying an issue that another training course won’t fix.

❝Leadershipflow® has brought our organisational goals, vision and values to life.❞

– Joe Kelly, CEO North Ryde RSL, Australia

Discovery as a standalone service

You don’t need to commit to a long-term leadership development programme to benefit from Discovery.

Some organisations already have their own trainers or internal development resources. Others want an independent perspective before committing to an investment.

Discovery gives you that starting point.

If you decide to continue with flowprofiler®, the findings can inform a targeted development solution using our existing workshops, Power Skills Modules, Advantage workshops or a broader Leadershipflow® Pathway.

If not, the analysis and recommendations remain yours to use.

Frequently asked questions