Luxury Academy LTD

Training Needs Assessment

Training Needs Assessment

A short, structured way to think through what your team needs developing. The assessment is built around the behaviours you’re observing in your team, and points to the one or two capability areas where focused work would have the most impact.

It takes around twelve to fifteen minutes. At the end you’ll receive a report on the priority areas, with practical suggestions for what development could look like. There’s no obligation and no follow-up unless you choose it.

A little context to start

In your own words

This could be a specific incident, a recurring frustration, an upcoming change, or a general sense the team could be sharper.

Use whatever language feels natural. It doesn’t have to be a training category.

Behaviours in your team

Thinking about your client-facing team as a whole, how often do you see each of the following?

The report is only as sharp as the distinctions you draw here. Answers that separate what you see often from what you rarely see produce a specific finding. Answers that sit at the same point throughout produce a vague one.

Staff handle clients from different cultural backgrounds (Chinese, Middle Eastern, American, European, South Asian) with the same approach, even when the situations clearly call for different cues.

Staff sound junior, apologetic, or tentative when speaking with clients who clearly hold more authority, status, or experience.

Staff move quickly to product features and recommendations without first exploring what the client actually wants or values.

Standards of staff behaviour vary significantly between teams or departments, even though the role, training, and brand are the same.

Staff describe a product or service well, but they don't seem able to move a client from interest to commitment.

Staff treat clients of very different wealth backgrounds (self-made entrepreneur, inherited wealth, corporate executive, established old money) as though they're the same kind of client.

Staff use everyday or transactional language (words like "price", "pay", "cheap", "discount", "cost") when more considered language would land better.

Staff don't suggest premium options, upgrades, or higher-value alternatives even when the client clearly has appetite for more.

Previous training initiatives have produced strong results in the room, but the changes haven't sustained back on the floor.

Staff press, push, or repeat themselves when a client is hesitating, rather than easing back and giving the client space.

Behaviours in your team (continued)

When a client arrives with their partner, family, or advisor, staff misjudge who's actually driving the decision and direct attention accordingly.

Staff struggle to handle the natural silences in client conversations, or rush to fill them in ways that feel forced.

When prices come up in client conversations, staff appear uncomfortable: softening the number, adding apologetic qualifiers, or rushing past it rather than handling it with calm confidence.

Underperformance or behavioural issues tend to be tolerated for longer than they should be before being addressed.

Staff miss the moments when a client's tone, expression, or body language signals hesitation, interest, or discomfort, and continue with their planned line instead of adjusting.

Staff deliver service that would be considered very good in a premium environment, but doesn't quite land at the level our clients expect.

Staff find it difficult to initiate conversation with a client they haven't met, or to exit a conversation gracefully when the moment has passed.

When it comes to negotiating with a client (on price, on terms, on what's included), staff seem uncertain or under-resourced for the dynamics they're facing.

Talented staff leave the business without warning, or with surprises about why they're going.

Staff lean on facts, specifications, and product detail when what would actually move the client is something more emotional or relational.

Behaviours in your team (continued)

Staff focus on what the product is and what it does, rather than on what owning or experiencing it means to the client.

What staff say is technically correct, but how they say it (pace, tone, delivery) doesn't carry the polish or confidence the setting calls for.

Staff treat sales as transactions ending at the purchase rather than as the beginning of an ongoing client relationship.

The behaviour and standards expected of frontline staff aren't always visibly modelled by those who manage them.

Staff are seen by clients as helpful but not as experts: someone clients buy from rather than someone clients consult.

When a client is demanding, dismissive, or visibly impatient, staff lose composure or default to over-apologising rather than handling the moment confidently.

Staff struggle at the moment of commitment: the conversation reaches its natural close, but they don't know how to bring it to commitment without forcing it.

Coaching and developmental conversations only happen at scheduled review points rather than as part of day-to-day management.

Staff find it difficult to reference exclusivity, limited availability, scarcity, or other clients' experiences in a way that feels natural rather than scripted or pushy.

One more thing

Would you like a copy emailed to you?

The report will appear on screen as soon as you submit. If you’d also like a copy by email, tick below and add your details.

By completing this analysis you agree to your responses being stored and used to generate the report. If you provide identification details, we may contact you about your results. We don’t share your information with third parties. Email enquiries@luxuryacademy.co.uk to request deletion at any time.

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This analysis isn’t the right fit

Thank you for your interest. This analysis is built for organisations with a client-facing team of twelve or more.

It works by reading patterns across a team rather than assessing one person, so with a smaller team the findings wouldn’t hold up. The development work it points to also runs with groups of at least twelve. We’d rather say that now than send you a report built on the wrong footing.

If your team grows past twelve, do come back to it.