Plans built on hunches
Manager nominations and self-report surveys stand in for evidence of what each person actually needs.
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ArcFinder's 15-minute Training Needs Analysis diagnoses each person's real gap, for leaders, managers, salespeople, and professionals. Develop with precision, not guesswork.
The cost of guessing
Most development plans are built from manager nominations, self-report surveys, and last year's budget. Everything except a per-person diagnosis. Here is what deciding without one puts at risk.
Manager nominations and self-report surveys stand in for evidence of what each person actually needs.
Spend gets allocated to courses before anyone verifies that a course is the right fix for the need.
Where the real need is coaching, role design, or team structure, even an excellent course cannot land.
A single curriculum assumes everyone in the room shares the same need. A diagnosis rarely agrees.
Team norms, micro-cultures, and job design keep shaping behaviour, but nobody is measuring them.
Without a diagnosis up front, there is nothing to measure against when the CFO asks what changed.
What you get
Four shifts teams see in the first week of using the TNA, from organisation-wide insight down to the right intervention per person.
Identify each person's real gaps across skills, mindset, and motivation instead of generic competency scores.
15 minutes per person. Organisation-wide insight in days. No consultants, no eight-week engagements.
Every gap is connected directly to business outcomes, so development spend can be defended to the CFO.
Distinguish where training is needed, where coaching fits, and where the fix is structural, not personal.
Three diagnostic levels
ArcFinder's Training Needs Analysis was designed around a single job: giving the person responsible for development a clear, defensible diagnosis at three levels. Organisation, team, and individual. For leaders, managers, salespeople, and professionals.
01
Organisation
Surface the systemic factors no individual report can reveal: the conditions every programme is fighting against by default.
Org-wide diagnostic
02
Team
Reveal the unwritten rules new team members inherit on day one, the operating logic that overrides every training outcome.
Team-level diagnostic
03
Individual
Pinpoint where the gap is genuinely about skill, where it is about belief, and where context is doing the work.
Per-person diagnostic
The plan
From deploying the assessment to handing your CFO a costed intervention plan. Here is the entire journey.
Day 1: Deploy
Launch quickly across leaders, managers, salespeople, or whole teams with minimal overhead.
Send a TNA to your people from a single dashboard. Auto-reminders, no admin overhead, no disruption to busy schedules.
↗ 1 week to collect across the org
Day 2: Diagnose
ArcFinder reveals what is driving behaviour and where training will have measurable impact.
The engine separates skill gaps from mindset, motivation, and contextual blockers, tracing each behaviour back to its underlying cause.
↗ Reports generate automatically
Day 3: Decide
Receive an ordered intervention plan with training and non-training actions.
Receive a ranked plan: where to invest in training, where coaching is the right call, and where the fix is structural, with cost lines for each.
↗ Ready for budget conversations
From guesswork to precision
From plans assembled out of nominations, surveys and last year's budget
To plans built on a per-person diagnosis of the real gap
From one programme booked for many different, unverified gaps
To the right intervention per person: training, coaching, or structural
From budgets defended with attendance numbers and completion rates
To budgets defended with diagnosed needs and measured change
From finding out after the programme whether it was the right call
To knowing before a rand is spent, with a baseline to prove impact
Inside the platform
Six diagnostic capabilities working in concert, so your TNA captures more than a competency checklist.
No disruption to busy schedules. Rapid, scalable data collection across an entire workforce in days, not months.
Per personIdentify the cultural factors quietly shaping performance across your business: patterns no individual report can show.
OrganisationDetect micro-cultures, conflict dynamics and team norms, including the unwritten rules new team members inherit on day one.
TeamDiagnose gaps in mindset, motivation, attitudes and behaviour, and find where context is shaping each person's performance.
IndividualSeparate genuine skill gaps from coaching, role-design and structural issues, so you stop sending people to courses they do not need.
Routing engineIncorporate job design, environment and conflict-management patterns, recognising that behaviour is always context-shaped.
ContextualWhat changes
When the diagnosis comes first, development stops being a cost line and starts looking like a multiplier on every other investment your organisation makes in its people.
Run a 15-minute assessment →No more funding programmes on the strength of a hunch or a request.
A baseline before and evidence after, visible in metrics the board already tracks.
Each intervention has a clear line back to a strategic priority.
Leaders, managers, salespeople and professionals, each with the right intervention.
Requests answered with evidence, and a seat at the table when it counts.
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