Before you build the training, make sure training is the answer.
A training request tells you what someone wants. It doesn't necessarily tell you what is causing the performance problem.
The JL³ Training Request Diagnostic helps you test the request before you invest time, money, and credibility in a solution that may not fix the problem.
“They need training” is a proposed solution. It isn't a diagnosis.
People struggle at work for many reasons. Sometimes they don't know how to do the work. Sometimes the environment makes good performance unnecessarily difficult. The distinction matters.
Clarify the performance gap
Identify what people should be doing, what they're doing now, and where the difference actually appears.
Test the training assumption
Determine whether knowledge or skill is likely to be the primary issue before committing to a learning solution.
Look beyond the classroom
Surface workplace conditions that may be affecting performance even when people already know what they're supposed to do.
Start with one question: is training likely to help?
Complete a short diagnostic before you accept the request at face value. It takes only a few minutes.
- Clarify the expected performance.
- Check for an obvious knowledge or skill gap.
- Identify early signs of workplace barriers.
- Receive an immediate training-likelihood result.
Training may not be the primary solution.
Your answers suggest employees may already possess some of the required knowledge or skill. Workplace conditions deserve further investigation before a training solution is developed.
The full diagnostic helps identify what may actually be interfering with performance and what to investigate next.
Find out what's actually getting in the way.
The Full Training Request Diagnostic goes beyond “training or no training.” It examines the performance gap, supporting evidence, workplace conditions, and the interventions most likely to improve performance.
Deeper diagnostic questions
Adaptive questions explore the specific conditions surrounding the performance problem instead of forcing every request through the same form.
Evidence review
Separate what is known from what is assumed and identify where additional information may be needed.
Performance-condition analysis
Identify the conditions most likely to be helping or interfering with successful performance.
Recommended next steps
Receive practical recommendations for what to investigate, change, or develop before committing resources to training.
Professional diagnostic report
Turn the analysis into a clear document you can use with leaders, stakeholders, and training requestors.
The output isn't another survey result.
The full diagnostic is designed to give you a defensible recommendation about what should happen next.
Training suitability
See whether training appears likely, unlikely, or only one part of the solution.
Evidence confidence
Understand which conclusions are supported by evidence and which still rely on assumptions.
Contributing conditions
Surface workplace conditions that may be creating or sustaining the performance problem.
Recommended action
Leave with practical next steps instead of automatically defaulting to another course.
Don't start with the course. Start with the problem.
Use the free Training Request Check to determine whether training is likely to address the performance issue before you spend time building it.
Check a Training RequestFree quick check. No training design required.