The one-to-one interview
Featured in the Learning Needs Analysis training manual
By Beverley Williams
Category: People Management and Motivation
Credit price: 4 download credits (Single user)
The one-to-one learning needs interview can do much more than just identify learning needs. Managed properly, it can build rapport and motivate people as well as identifying learning needs that will help achieve organisational and personal objectives. The good learning needs interview can do all these things and more. The inadequate, rushed, poorly managed interview can do more harm than good. In common with other interview situations, creating the right atmosphere is crucial. A comfortable, relaxed private environment means that everyone can concentrate fully on the issues in a supportive way. By contrast, an extremely formal interview, with the manager behind the desk, taking calls every 5 minutes and then saying, ‘Now, where were we?’ will make it almost impossible for the interviewee to discuss their needs and aspirations openly. Creating the atmosphere is only one element of conducting a successful interview. This activity explores the other elements and then uses role-play to help participants practise what they have learned.
You begin the activity by explaining that the learning needs interview is an opportunity to do much more that just identify learning needs. Managed properly, it builds rapport and motivates people to achieve. You then introduce the participants to the four stages that make up a successful learning needs interview. You guide them through each stage encouraging contributions where appropriate. Participants put this theory into action by role-playing one or more learning needs interviews. The participants who are not role-playing act as observers. You then facilitate a constructive feedback session. (The use of CCTV is an option during this part of the activity.) Finally, the participants complete key learning point worksheets and you conclude the activity by asking them each in turn to contribute their most important key learning point.
Who is it for: This training activity is intended for use by trainers to ensure participants are able to conduct effective one-to-one learning needs interviews.
| Resource Type: | Activity |
| Min Group Size: | 4 |
| Max Group Size: | 10 |
| Typical Duration: | 02:15:00 |
| No of Pages: | 42 |
Resources: View standard resources for Fenman training activities
Additional resources: Furniture for role-play 'set': 2 comfortable chairs & 1 low coffee table, Facility to offer drinks, Video camera with TV and video player (optional).
Purpose: This training activity is intended for use by trainers with participants who are responsible for identifying the learning needs of others. They may be trainers or line managers with responsibility for training. Participants should have an understanding of LNA within the learning and development cycle. The one-to-one interview should make use of a specially designed LNA questionnaire, the construction of which is covered in activities 8 and 9 of the Learning Needs Analysis activity pack.
Download the training activity, The one-to-one interview as featured in the Fenman training manual; Learning Needs Analysis