Move from Task Driven to Performance Driven Workplace


When an organisation becomes task driven rather than performance driven – it’s time to conduct a Needs Analysis.


A Needs Analysis will identify the individual manager’s current capabilities, collective training needs, operational efficiencies or gaps falling within the alignment and expectations of the Club’s corporate goals (Mission, Vision, and Values).


The focus of a Needs Analysis is to assist Managers in recognising their skills and abilities and how their performance is perceived in the operational environment. The objective is to assist them in taking ownership of their tasks and responsibilities, while identifying and allocating resources under their control.


A Needs Analysis should be conducted every 2 years to ensure there are no underlying potential problematic issues within the management of a Club. Discontent and division, if it exists, is not always visible in a Club workplace. There are clues that indicate there may be some unrest or disaffection in the ranks. The Needs Analysis allows these issues to surface and resolution (closing the gaps) to be discovered or addressed.


1. The Needs Analysis



Scores are graded from lowest to highest. Lowest scores are obviously the training priorities, although some consideration needs to be reviewed as to the relative importance of the skills to the work undertaken.



The following competencies of the Duty Managers should be taken into consideration:


General Competencies

  1. Using and developing my knowledge
  2. Researching, investigating and problem-solving
  3. Communicating outwardly: face-to-face, phone, email, body language, etc.
  4. Listening and interpretation, establishing rapport, understanding needs
  5. Developing solutions with people
  6. Financial understanding and commercial ability
  7. Speaking and presenting to groups
  8. Helping, coaching, teaching or training others
  9. Using information and communications technology (ICT or IT)
  10. Technical appreciation and use of equipment / tools / machinery for my area and related areas.
  11. Understanding and making the most of my relationships with people and groups
  12. Competitor / industry awareness and consideration of these factors in planning, decision making, goals etc.
  13. Taking initiative and responsibility, e.g., decision-making, project management, running meetings.
  14. Visioning, creating, and inspiring others with my ideas
  15. Managing time, planning, being effective, efficient, productive, and reliable
  16. Appreciating / applying social responsibility, sustainability, moral and ethical considerations.
  17. Understanding and application of Legislative processes.


Behaviour and Management Style

  1. Striving for personal development
  2. Taking personal responsibility to resolve problems, even those not of my own making
  3. Understanding the way people really feel
  4. Developing positive relationships
  5. Keeping focused and productive, reliable and dependable
  6. Planning how to achieve my work and personal goals
  7. Managing stress and conflict
  8. Managing upwards and sideways (my managerial superiors and my peers)
  9. Contributing positively to team / company morale and spirit
  10. Seeking and picking up responsibility that I see waiting to be filled
  11. Team-working
  12. Having compassion and care for others
  13. Using integrity and ethics in my judgement about work and organisational issues.


Other Competencies that may need to be included in the Needs Analysis could include:

  • Performance Management
  • Leadership Skills and Style
  • Human Resource Planning
  • Forward Thinking, Pre-emptive Management


2. Needs Analysis Review

The Process of review of the Analysis takes into consideration allocated interviews with Duty Managers and Senior staff to identify background, culture, team dynamics and expectations at all levels.

  • Assessment of individual managers should be undertaken as per the above competencies.
  • An Executive Summary presented to the CEO should have clear outcomes and recommendations.


3. Benefits of this Needs Analysis:

  • Address latent or submerged issues to bring to the surface.
  • Highlight inefficiencies or weaknesses within the organisation.
  • Utilising independent contractor ensures there is no vested interest in the analysis.
  • Identify gaps which exist in the current framework.
  • Review manager’s skills levels in line with the current structure.
  • Identify compliance to current standards of manager’s performance.
  • Identify the manager’s mindset in adhering to performance management requirements.


There are tangle benefits to the club in having the core management group work in a proactive and productive manner and in accordance to standards and corporate objective, with clear outcomes for quality of standard and service.


The success of the middle management team will ultimately impact greatly on the culture within the organisation.


Cost of Needs Analysis


The cost of research, review and summarising the needs analyses for any organisation is negotiated subject to scope and scale of the work.




A Needs Analysis within an organisation establishes the benefits and challenges that may be current in Management. The Review defines the processes needed to either Recognise, Reward or Redirect the Management Team. A Needs Analysis will redefine boundaries, standards, performance criteria and cultural expectations. A proactive management with clear goals, vision, mission and outcomes will provide strong foundations for any organisation to thrive in the current business environment.


A diagrammatic view of the steps involved in a Needs Analysis is shown below.


Needs Analysis - Steps in the Process


For more information please contact Allied Risk about your needs.

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