What is LNT Method and how to use it in corporate education?

Editor Evolluo


What is LNT Method and how to use it in corporate education? Before discovering this method often used in companies around the world, let’s reflect.

What’s your method?

Have you ever stopped to think that everything we do has a method behind it? Cycling, brushing your teeth, driving…

Cycling, for example, although apparently easy for those who practice regularly, requires a lot of effort.
skillful method of balancing on two wheels. Driving, playing sports, doing business, brushing your teeth, anyway.

Over time, these skills were incorporated into our daily lives and ended up being done naturally.

Those who practice through methods learn faster, save money and provide a better future. And over time, skills become second nature.

Corporate education is no different.

The point is that developing people is not a mere action of making them assimilate certain information and, thus, modify their way of working.

Training people is a more strategic commitment than many think, because when the education process is taken seriously, results are expanded and superior quality products and services are developed.

And for that you need methods. Thus, it is possible to create a well-structured Training and Development process that involves the four parts:

  • Collaborators
  • Organization
  • Customers
  • Society

What is the LNT Method?

One of the aspects that makes all the difference before applying any type of development action, whether face-to-face or online, is using the LNT Method – Survey of Training and Learning Needs.

It is a diagnosis with the aim of adapting content, teaching method, workload, structure and much more.

When this survey is done wisely, the chance of success in Training and Development of people is close to 100%.

The assessment of training needs is an essential step for the implementation of an effective training program in the company. Some of the advantages of this practice are:

Advantages of the LNT Method

The survey of training needs is an important practice in corporate education, as it helps to identify knowledge gaps, align training objectives with company objectives, reduce costs, improve performance and employee motivation.

Identification of knowledge gaps

The survey of training needs helps to identify the areas in which the company’s employees have knowledge gaps. This allows the training program to be targeted towards these areas, improving the quality and effectiveness of training.

Alignment of training objectives with company objectives

The training needs assessment helps to ensure that the training program is aligned with the company’s objectives. This means that training will be geared towards the skills and knowledge needed to achieve the company’s strategic objectives.

cost reduction

By identifying the specific training needs of employees, it is possible to avoid unnecessary spending on generic training or training that is not aligned with the needs of the company. This can help reduce training program costs.

performance improvement

By providing adequate and targeted training, the company’s employees will be able to develop skills and knowledge necessary to carry out their activities with greater efficiency and quality. This can lead to increased individual and team performance, as well as improved company-wide results.

Employee motivation

The survey of training needs shows employees that the company is investing in their professional development. This can increase employee motivation, improve engagement and reduce turnover in the company.

When to perform the LNT?

There is no specific time to carry out a survey of training needs in the company, as this may vary according to the needs and particularities of each organization. However, there are some situations in which it may be more advantageous to carry out the survey:

Beginning of a new cycle: the beginning of a new fiscal year or the arrival of a new manager can be opportune moments to conduct a training needs survey. This is because these moments represent a new cycle for the company and can be an opportunity to review goals and objectives, as well as to identify the development needs of employees.

After significant changes: if the company has undergone significant changes, such as implementing a new system or opening a new branch, it may be necessary to carry out a training needs assessment so that employees can adapt to changes and develop skills necessary for the success of the company.

After performance reviews: Performance reviews can provide valuable insight into employees’ skills and knowledge gaps. It can therefore be advantageous to carry out a training needs assessment after performance reviews so that areas for development can be identified and addressed.

In response to problems or opportunities: If the company faces specific problems or opportunities, it may be necessary to conduct a training needs assessment to address these issues. For example, if the company is facing a high turnover rate, it may be necessary to offer training to improve employee retention.


💡 Take the opportunity to read: Canvas for Training: what is it and how to plan the next ones with it?

The most suitable tools for performing the LNT

There are several tools that can help to survey the training needs in the company.

Remember: it is important to choose the most appropriate tool for your company, taking into account the time available, the number of employees involved and the complexity of the information to be collected. Let’s go to the tools:

Interviews: conducting individual interviews with employees can be an effective way to identify their training needs. It is important to create open and clear questions, so that employees can express themselves freely and offer relevant information.

Questionnaires: Questionnaires are a practical and quick way to gather information about employees’ training needs. It is important to elaborate clear and objective questions, so that employees can answer accurately and coherently.

Focus groups: Focus groups are group meetings with selected employees to discuss and identify training needs. It is important that these groups are moderated by an experienced facilitator and that the discussions are recorded for later analysis.

Note: Watching employees work can help identify training needs. It is important that the observation is systematic and that relevant information is recorded.

Performance appraisals: Performance appraisals can provide valuable insight into employees’ skills and knowledge gaps. It is important that assessments are carried out systematically and that the results are recorded for later analysis.

Data analysis: Data analysis can help identify trends and patterns in employee training needs. It is important that data are collected systematically and that they are recorded in an organized way to facilitate analysis.

It is recommended that different tools be used together to get a more complete picture of the company’s training needs.



How to carry out the LNT Method in practice?

There are two initial analyzes that you must undertake to start your LNT, namely your training needs assessment.



Organization Analysis

The analysis of the organization is a task with the objective of collecting data from the external environment that interacts with the company, so that the training process is integrated with the organizational strategies and acts as one of the instruments to achieve the objectives outlined.

This analysis can be conducted with the mapping of essential inputs that will influence any and all face-to-face or online training actions during the year. Consider at this stage:

  • Strategic planning analysis
  • strategic skills
  • Laws, standards, certifications
  • Business results and customer data

Analysis of human resources

In order to quickly carry out the analysis of human resources, queries must be carried out on bases that already exist in the organization, such as information from the personnel department, indicators, reports, job descriptions and competency models.

The survey can also be carried out based on new diagnostic work on the current situation, such as on-the-spot observation, employee assessment and interviews with the training target audience.

Attention: always do this together with the responsible area of ​​the company, which must decide the amount and depth of information to be collected according to several factors, such as the project term and costs involved. Consider at this stage:

  • Analysis of employee data
  • Productivity, processes, indicators
  • Skills by position
  • Research with target audience

LNT Method: Practical and complete guide to apply now

Download the complete script with all the questions, step by step and other questions to facilitate the collection of all the data you need to perform a complete LNT.


Editor Evolluo

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