Nigel Harrison is a performance consultant with over 30 years' experience in helping organisations to set up internal consulting groups using workshops, coaching and problem solving. Victoria Darragh is an award winning Executive Assistant with over 10 years' experience working in the public, not-for-profit and corporate sectors. A Fellow member of the Association of Personal Assistants as well as a member of the Institute of Professional Administrators, EUMA and the Global PA Network, Victoria regularly presents at conferences and companies across the UK and Ireland, Europe and internationally. Victoria recently won an award at the Mayfair PA Awards for 'Outstanding Contribution to the PA Profession' and has a wealth of experience in creating internal and external PA networks and  working with top companies in the UK helping them to achieve this. Victoria is extremely passionate about the role of the PA and actively encourages it as a truly fantastic career choice. Lucy Brazier is CEO of Marcham Publishing, specialist publishers of Executive Secretary and The VA Magazine - global training magazines dedicated to the professional development needs of senior and aspiring administrative professionals. As editor of the magazines, Lucy works with some of the best trainers of Executive Assistants in the world to deliver the most up to date and current training in the market. Lucy runs a LinkedIn group for assistants which currently has over 11,500 international members who share information, network and learn. A sought after trainer in her own right, Lucy regularly speaks at and chairs conferences & webinars all over the world. She collaborates with trainers including Susie Barron-Stubley, Sue France, Julie Perrine, Melba Duncan, Dewoun Hayes, Eth Lloyd, Dr. Outside of work Nicky enjoys all aspects of the Barcelona sunshine but when it gets slightly too hot you can find her at the cinema or in the shops. She has worked as a Legal PA for the past 15 years in a variety of Entertainment companies including Sony Music (PA to Director of Business Affairs), MTV Networks Europe (PA to SVP Business Affairs) and the BBC (PA to Head of Independent Drama). Alison took a year-long career sabbatical in 2006 to live and work in Oslo, Norway as an English teacher and in her spare time is writing her first novel. Katie’s role working for Jacqueline is quite extensive and has grown in recent years to include people management, business project management and also the leadership of the (small but mighty!) Ann Summers internal PA network. Laura began her career in marketing, and was lucky enough to work on a number of Britain's best loved brands, including Wall's Ice Cream, Flora margarine and everyone's favourite spicy snack- Peperami!
Her active involvement on a range of company-wide initiatives earned her the promotion of EA to the CEO. Having worked in various administrative roles for 11 years and being raised in a family run guest house, Sherien brings a wealth of knowledge and adaptable skills to the PA role.
Sherien is an award winning PA whose achievements include being awarded PA Newcomer of the Year.
Allan has built a network of very talented and successful partnerships across Europe, along with running his own consulting & coaching business in the last 10 years, with Innermetrix being at the forefront of this Journey.
A dynamic Training & Development Consulting specialist with extensive Management experience working with leading bluechip Companies.
Ability to communicate effectively at all levels of an organisation has been pivotal to success. Gilly gained practical management experience in finance, sales, marketing and training in a variety of roles at Midland Bank, Mars Confectionery and Kettle Foods. A lively, approachable and impactful presentation style makes Gilly a popular and sought after speaker. Mel Sherwood is a pitch and presentation specialist who prepares ambitious entrepreneurs and business professionals to take centre stage, embrace the spotlight and present with more confidence, credibility and conviction. Few people understand the importance of looking after high-profile figures than Joan Serafini. Citi is over 200 years old, an established global financial landmark with a great history but the rules of the game are changing! ERR took two golds for Best Simulation or Virtual Environment and Best E-learning Project - Private Sector, as well as a collection of silver and bronze trophies for Team of the Year and Best Blended Learning. Healthcare professionals at the front line are often unsure of their role in improving quality and how to influence change.
The Worldmark Academy is a global eLearning initiative, bringing learning and development to employees in Europe, Asia and the Americas. It shows how they must modernise their learning strategies if they want to achieve the same business benefits as top learning organisations. At the CLC Members' Seminar on 17 March 2016, we were inspired by his thoughts on how to improve performance consulting skills. Clive has been a long-standing supporter of Towards Maturity providing independent insights that have ensured our reseach continues to evolve. With access to the most forward thinking, passionate and knowledgeable trainers in the world as well as personally meeting and speaking to literally thousands of PAs over the last two years, Lucy’s knowledge of the market and what Assistants all over the world are facing on a day to day basis are second to none. She also launched adminchat in January last year – a weekly free training session presented on Twitter and hosted by a different world class trainer every week. This year alone she will have delivered training in the US, Canada, South Africa, Moscow, Milan and of course the UK.
Monica Seeley, Marsha Egan and Bonnie Low Kramen as well as organisations including Pitman, OfficeTeam & Hays. Lucy has previously worked as a Publishing Director for Wilmington PLC, and has managed a team based in Singapore, New York, Germany & London responsible for 13 magazines, 12 international conferences, awards, trade show attendance and marketing for EMAP.
Nicky blogs about her experiences and knowledge which has grown over the last decade working her way up from a Junior Administrator through to an Executive Assistant and Marketing Manager at a global events company. Aspects of her PA roles have included drafting record deals for world-famous bands and working on the annual MTV Europe Music Awards. Within three months she had been promoted to PA to the Chairman, CEO and CFO, and in addition to her PA duties was appointed to a number of projects and forums. As the most senior assistant in her company, Laura now manages her own assistant and works to expand and promote the roles of other PAs within ELEXON. Since winning she has really enjoyed presenting to PAs at numerous conferences and events in both the UK and internationally. Sherien currently works as a PA to four directors, the Chief Executive and provides secretariat support to the Board of Trustees of a charity organisation. This has brought with it a vast amount of opportunities which she has taken full advantage of, networking and encouraging Scotland based PA’s to go for awards, connect with each other and share ideas. Certified Professional Behaviour Analyst, Professional Values analyst Attribute Index Analyst. With a strong business background and interpersonal skills, Gilly is an enthusiastic and knowledgeable trainer and developer of people. With speeches full of helpful tips and practical suggestions that audiences love for their immediate benefits, Gilly’s approach is enjoyable, frank and very memorable. She is a multi-award winning speaker, trainer and coach and the founder of Grow Your Potential, which specialises in supporting individuals and organisations to design and deliver winning pitches and presentations. The first was providing technical support for physiology and neurosciences departments in further and higher education, across Edinburgh. For the first time in their history, Assistants are starting to get the recognition that they deserve as strategic business partners and not just as a support mechanism. In exploring how the organisation needed to change, innovate and grow, it was clear that the bank faced the need to change its mindset, ethical decision-making and culture.
In this case study, we explore how they did it and what we can learn from them.ERR (Engineering Real Results) are market leaders in vocational education, training over 6,000 students each year in a variety of trade skills. We have been keeping track of performance and staff engagement throughout the project and have been delighted with the results.
Today, over 40,000 aid workers from 190 countries have accessed the DisasterReady.org learning portal to enhance their preparedness for whatever assignment comes next. Quality improvement is now becoming part of the training and on-going assessment for healthcare professionals. That is the challenge for the NHS Leadership Academy and its Head of Professional Development, Chris Lake.
Faced with rapid growth on three continents, Worldmark needed to improve individual performance and identify future leaders. But the very system it had in place to deliver such excellence for customer enquiries was leading to delays, falling efficiency and frustrated customers and staff.
We can help you compare the outputs of your modernised learning strategy with your peers but perhaps more importantly the benchmark helps you compare your tactics for achieving those outcomes against the top performers.The Towards Maturity Index is the lead indicator at the heart of the Towards Maturity Benchmark Process. In recent years, trust in the conduct of the major UK public service broadcasters has been eroded by some well-publicised lapses.
It provides new recruits with technical training needed for an engineering career across multiple disciplines including maritime, mechanical, aeronautical communication and information systems. We hope that our contribution will help shape an environment where real-world research informs organisational improvement. Although your ideas may be compelling, it's not easy to execute a plan without support, co-operation and collaboration from peers, stakeholders and business leaders.
Furthermore, of the 86% who want to facilitate continuous learning, only 11% report that this is actually happening. Aimee Young writes about how learning leaders can challenge the 'quick fix' syndrome when being asked to come up with business solutions. We wholeheartedly endorse the challenges he is making to the industry and establishing a professional attitude is an essential element of equipping our teams for change' I have been lucky in my job to spend time with many hundreds of learning and development practitioners over the past ten years or so, in all sectors of the economy and in all parts of the world. Other companies worked for include The Times, The Independent, Centaur Communications and Glass's Guide. Nicky has experience working in a variety of industries including accountancy, banking, insurance and in the public sector. Laura is also a passionate member of several different PA organisations and is very proud to be a Board Director of the Association of Personal Assistants. Laura is always keen to connect with assistants that also share her love of the PA profession and she feels that the highlight of winning PA of the Year has been the opportunities it has provided to meet and learn from so many different PAs from around the world.
Previous to this Sherien worked in such roles as Secretary to a group of Consultants, Marketing Assistant for an Architect firm, Facilities Coordinator for a construction company and Purchase Ledger for NHS Legal department just to name a few. In addition, Gilly has developed and grown Priority Management in Glasgow with year on year growth; her high standards and expectations throughout the business from administration to delivering training have resulted in a significant market presence.
By introducing people to new working processes and by leveraging existing IT, productivity and performance improvements are immediate, tangible and measurable. Her concept of an event management company seemed to fit in well as another arm of the organisation.The success has come from spotting the possibilities of business events and trips, to and from Scotland.
This involved designing and developing practical teaching materials at a time where technology was developing. They are known for providing high quality training, leading to nationally recognised qualifications.
This means that increasingly doctors, nurses and other healthcare professionals worldwide will be required to engage with activities and projects that improve healthcare quality and safety which in turn make a real difference to patients. This included office-based staff as well as hospital-based functions encompassing cleaners, caterers, porters, maintenance, engineers and surveyors. An urgent solution was needed.The existing knowledge portal called Evolution, introduced in 2012, was designed to provide answers in real time, but it was proving difficult to use and had a limited search function. Trust is critical for Channel 4, because its relationship with viewers directly affects advertising sales revenues. The team are also embracing how they can maximise the use of technology and new T&D approaches to facilitate learning in a challenging context.


Their services help the abused, the most vulnerable, the forgotten and the neglected children across the UK. Given that 67% of organisations do offer mobile learning in some form, it is clear that current mobile strategies are not delivering the desired impact.The current focus for most organisations, is to ensure that existing content is made available on mobile devices. Almost without exception I find them to be enthusiastic, friendly and determined to do the best possible job. Time and again, L&D as an industry is failing to see the organisational impact of its activities and we have now reached a crunch point. She has worked for a number of high profile organisations and Executives in both London and Barcelona.
Sherien realised that she wanted to be a PA early on in her career but knew she had a long way to go before being considered for such a role and natural progression in hand with determination and hard work would get her there. History of successful delivery of a wide range of training solutions within blue chip organisations. Gilly now has a first class team working with her to deliver the Priority Management programmes.
She has to organise possibly the most glamorous event ever to hit Scotland.She was the Scottish co-ordinator of the Braveheart film premiere in Stirling, liaising with BAFTA, 20th Century Fox and essential services, such as local police, to ensure the evening for the event went smoothly.
She has worked on computer aided learning for both Medical and Veterinary graduates and developed interactive practical programmes using video technology. They celebrate and recognise the role and its importance while encouraging Assistants to take control of their personal development, and drive their own career agendas.
Workers also have to evidence their understanding of how information security is managed within their job roles, to meet Information Commissioner’s Office (ICO) requirements. However, there are massive gaps and inconsistencies in standards, training, activity levels and outcomes. Hesketh’s role included setting up training, management development, commercial training and appraisals across this new organisation.However, with 3,200 staff from 161 NHS organisations, where do you start?
Worldmark International has grown rapidly from a single site UK organisation into a global one with 12 manufacturing sites and six Design Centres. The information on the site was written by the process team so the language was technical and difficult for front-line staff to relay to customers.
Chief Executive David Abraham made awareness and adherence to the Channel 4 Code of Conduct a key priority for all colleagues. Quick tipsIt is higly beneficial for senior members of the training & development dept' to have an active service delivery role. The academy builds blended learning skills, alongside how to consult, build relationships and have challenging conversations.
The organisation employs 30,000 people across 40 countries worldwide, and sells toys in more than 150 countries. Just as consistently, it is apparent that they experience a major obstacle to achieving their goals and providing the best possible service to their organisations.
Nicky plays an active part in the Assistant community and has written many articles for high level industry publications, presented at events, webinars and trade shows. As well as several science qualifications she has the Training for Trainers Certificate and joined the Institute of Trainers in 1993. Analysis by the Royal Academy of Engineering suggests Britain will need more than a million new engineers and technicians by 2020 – which will require double the current number of annual engineering graduates and apprentices. Many managers are primarily concerned with efficiencies, providing value and reducing costs. Indeed, every enquiry into the NHS, both its failings and its successes, highlights some aspect of leadership. As a result, customer service representatives (CSR’s) struggled to understand the technical explanations which led to delays and unresolved customer queries. We have to have the critical capabilities in place to run, transform and drive the company forward. The L&D team also have dedicated research arm, so they can continually scan the horizon for new developments. Their focus has shifted from learning delivery to increased use of learning technologies and embedded performance support. I have had the pleasure of working with them and their customers for a number of years and have seen first hand their commitment to identifying and sharing great practices that really work. The majority of mid-sized businesses are also failing to embrace informal learning, realising the power of social media for enabling learners to collaborate and solve problems together, despite 64% of L&D professionals in the sample saying their appeal to the millennial learner is a key driver for their use of learning technologies.
In their interactions with key stakeholders they are not afforded the respect upon which their credibility as true professionals depends. Since then she has gained a Certificate in Social Science, with a special interest in Scottish Politics, Equalities and Scottish Law. Without them, any chance of riding on the coat-tails of an infrastructure-led economic revival appears to be wishful thinking.
Clinicians and other healthcare professionals have very little knowledge or expertise in this field which makes quality improvement a complex challenge for healthcare internationally. On top of that, the NHS is under massive pressure to deliver more with less, in ways not previously part of its DNA.
The aim of the academy was clear: to retain staff, improve performance in the workplace, change behaviour linked to company values, identify future leaders and provide a consistent approach to management development. This resulted in customers getting frustrated, staff having to make unnecessary call-backs and customers receiving inconsistent information. Our employees have to be confident, engaged and knowledgeable whilst delivering the personal touch to our customers as the retail landscape evolves and shopping habits change through the latest digital developments. Mattel has created regional centres of excellence for organisation development designed to build OD and L&D capability, facilitate connections and drive change across the international business. The specific idea was to marry informal and formal learning with great learning conversations for social learning. For example, 84% are using their mobile learning strategy to help people locate in-house experts when they need them (versus 38% on average), with 66% improving the ability to communicate in real time (versus 32%).
Clients come to us to discuss the course and not the problem, with a conspiracy of convenience resulting in a reluctance to challenge the ‘quick fix' approach. They are simply not trusted as they should be to apply their technical expertise in solving problems that in practice are beyond the reach of the lay person. In 2002 she became a Quality Scotland accredited EFQM assessor and a Fellow of the Royal Society for the encouragement of Arts, Manufacturers & Commerce (RSA).
But they needed to get the dynamics right - not just to create a top-down push but a pull to bring about an employee-owned and manager-supported learning culture. It is about relationships between the relief organisations and between these organisations and local operatives. Frontline staff, such as hospital porters or catering managers, and even patients themselves can often have the biggest impact on quality improvement, but have seldom been influential before this innovative approach from the BMJ. The Worldmark Academy has now made rapid inroads in to aligning learning to the needs of employees and to the corporate values and key goals. High levels of calls to the technical support line in 2012 highlighted that a new approach to improving employee’s ongoing product knowledge on the job was desperately needed.
The team are focusing on outcomes and impact, not inputs, and are celebrating success as they go. It leverages the data of its in-depth Benchmark Study, the largest learning technology benchmark in Europe.
These tactics are having a range of significant benefits for Top Deck organisations, including:82% have improved the quality of learning experience (vs. Nigel identifies this as ‘solutioneering' - the process by which clients will jump to solutions without identifying the problem. Increasing the number of qualified individuals in the field is tougher than it looks.Many individuals are looking to retrain for the construction industry. The most junior Edward Jenner programme, aimed at those beginning their leadership journey, is free to all users.
These are tried and tested approaches that we've used in partnership with our clients to produce effective and award-winning learning interventions that deliver impactful change.1.
L&D often find themselves in the difficult position of being 'stuck in the middle' between wanting to fix problems and needing to provide quick solutions. What would you do?Your internal client, a long-serving, senior manager, calls you in for a meeting.
When it comes to supporting a great learning experience, what can these individuals teach us?The full report highlights areas where L&D professionals are potentially out of sync with how workers learn. This move was planned, having found she spent a great deal of time volunteering, training and developing youth organisations. They are often working full time, or have family commitments and needed a training programme that was flexible and accessible. They were eager to create the best possible learning experience for their people and it was this enthusiasm that made them great to work with. The learning solutionTo address this issue, the BMJ developed a flexible and comprehensive programme to support those undertaking healthcare quality improvement projects – often for the first time.
This means that IT teams can quickly spot trends and the issues that people need support with.
Legislation and government promotion of these practices along with a change in demographics are ensuring they blossom but what solutions exist for ensuring all employees are engaged in the learning strategy? If everyone is happy in their learning bubbles, with L&D rolling out courses, learners completing courses and boxes being ticked, then why challenge and change the way we do things?
He is looking for a training programme to ease the upcoming transition from Microsoft Office to Google Apps. She worked for the National Bible Society for Scotland, developing teaching programmes for schools across Scotland – including remote rural communiites.
Traditionally, when supporting the implementation of a new initiative the team would have pushed content to staff but this campaign encouraged everyday learning through a series of micro actions embedded into their work. Project teams are helped to select a project, guided through the process, and encouraged to complete and write up their project. This article was first published in Training Journal.Registered users can download the case study for free by clicking on the link in the related downloads below. Today, they tend to turn to Google, YouTube or contact their peers for quick answers rather than plough through detailed instruction manuals. We’re looking at not building these massive, great tanker ships, but building little assets, mini-ships, that we can deploy really quickly and that you can put together in a different format.
Not only from the leaders, the general managers and the functional leads, but also from the existing generalists. He suggests a suite of e-learning modules to cover each of the apps in the suite, along with an option of classroom training for those who still prefer this approach.
This work involved high-tech computer simulations and often travelling back in time 2000 years, 3 times a day!
Learners were taken through real life scenarios provided by staff and asked to make choices, they explored a virtual office to discover the possible dangers and they even had a go at cracking a password! The need for rapid, on the ground innovation is always a potential stress point in the face of organisational hierarchies.
Learning, mentoring and opportunities for collaboration and publication are all combined in the BMJ programme, with over 200 projects completed to date in hospitals and healthcare centres up and down the country, raising the quality of patient care and hospital practice.


Like other charities we have been impacted by the recession and by a reduction in government spending.
Develop a culture that embraces to be adaptable, a willingness to aquire & learn new skills and continually develop, through formal training or attending conferences, will resource your ability to adapt to changes. Contact 0208 542 2331 if you would like to book a conference call.About Towards MaturityTowards Maturity is a benchmarking research company that provides independent expert advice and support to help organisations use learning technologies to accelerate business performance.
Now is the time to be investing in new learning technologies and systems that today’s tech-savvy, self-driven learners need and want. For the humanitarian organisation, each environment in which they work is about developing people for growth (their own and locals) but at the same time development for redundancy in that situation. The BMJ Quality Improvement Reports journal aims to publish a high volume of quality improvement reports to help healthcare professionals document and share innovations and excellence in care. As of today, 2,500 aspirant leaders, managers and clinicians use this programme to bolster their leadership skills. In addition the very nature of our core business of conducting research has seen massive changes due to technology. Work with the subject matter expert or the business customer to identify the main objective of the programme. This company has expanded in 2007 and focuses on Training trainers and organisational development.
It was critical to shift to new learning principles, principles, and pivot our role as Learning professionals. This ensured that people knew that it was coming, and explained why the eLearning and the audit were important to CRI. This will not only help you design the programme, but will also help you measure its effectiveness. For the last 7 years, Sheila has worked for the Scottish Council for Voluntary Organisations (SCVO), and now works part time for them assisting the sector access rural funding. An email campaign, together with banners on the CRI intranet, helped to push these messages. The DisasterReady.org portal has not only provided an opportunity for speed and scale but also for assurance of quality through the use of accreditation, badges and the other tools available through technology.
If we jump to the solution without understanding the problem, then the process will eventually have to start again because the problem was never solved. What it means to be a professional To be a professional means a lot more than simply doing whatever the client wants. An estimate and quote applicationThe resultsResearch with individuals after they completed the programme showed that 98% of the students who achieved their qualification using this method secured employment within 6 weeks of qualifying. Delivering and supporting learning that is applied consistently at the territory level to busy professionals is essential for our continued success. Redware has successfully developed and delivered a sector-leading Learning Management Solution to an extensive portfolio of clients.Redware has enabled global brands and businesses to exceed their training and development expectations, by enabling formal and informal learning to be joined, bringing talent to life.
We need to start taking a performance consulting approach, identifying the defined business benefits of learning innovation and establishing the measureable value to the organisation.
It provides learners with the same environment they expect outside of work - multi-channel, device and media - to help them achieve their learning goals.Redware prides themselves on delivering a personal and transparent service at every stage of the process. You'd like a six-hour e-learning package to train customer service staff to sell over the telephone?
Staff commented in feedback that they really liked the way the course felt like it was targeted at them.
Increasingly those communities are becoming self-sustaining communities of practice supporting workers in the difficult field conditions of tented communities and relief camps.
Our research shows that on average, only 55% of L&D teams are currently analysing business problems before recommending solutions.
A two-day workshop to teach every detail of a new company system to all employees, regardless of whether or not they will be using it? They appreciated the pictures of CRI posters and branded mugs in the eLearning scenes and said they could recognise real life scenarios from experience. Volunteers, often from outside the direct humanitarian field, provide material to fill gaps in the provision. The communication language is currently mostly English but materials are now also becoming available in French and Arabic. We as L&D have to show the value of learning by establishing how we can link this back to business objectives and working closely with leaders, to ensure a link between the learning and why we're doing it. That's what we're here for, to meet your requirements.Hang on a minute, you're probably thinking. A steady campaign before the course was even created, with visual teasers, helped to raise awareness of why the learning was important – not just for the organisation but for all staff and service users. This isn't an encounter between a professional and a client, it's simply order taking.When asked to jump, a professional does not ask 'how high?'. Their clients include some of the world’s best-known brands like Boots, O2, Transport for London and Eurostar, to help achieve business transformation and drive long-term performance success. Disaster response needs workers who have technical and soft skills, are emotionally well prepared and responsive to situations they find. Again, designed and delivered in partnership with the KPMG-led consortium and the NHS Leadership Academy, the programme has unique elements designed to ensure its powerful development is landed and integrated across the health and care. Reinvent the InterventionIn the ‘Aim for Action' step you established a reason for implementing your learning programme.
If it was then experts wouldn't lecture at novices for hours on end; they wouldn't insist on passing on everything they know, however irrelevant, however incomprehensible.
It is important that workers have the means to share, seek advice and support one another regardless of their affiliations. In addition to four face-to-face highly experiential residentials and seven challenging learning set meetings, there’s also a state of the art virtual campus. That's why we have learning professionals, so they can explain, in terms that the lay person can clearly understand, how people acquire knowledge, develop skills and adapt to new ideas, and how best to support this process. Traditionally this has been a challenge, but for example using webinar speakers from a range of client organisations, making the content available to everyone, is breaking down those barriers and encouraging collaboration and sharing.
Performance on the programme is peer-assessed by other participants – and it is real: there is an 8% failure rate! Will that raise awareness, instil attitudes and change actions?One way to fuel creativity for your blended learning project is to ask, "How would an advertising executive tackle this problem of awareness, attitude or action? Once trust has been established with the client, we can then begin to ask more direct questions that help us identify the real problem and come up with solutions that demonstrate value. How would they get people to change?" Advertising agencies live or die by their ability to drive behaviour change. Their patients' interests take priority over those of any body which employs them or their own opportunities to make financial gains. Get the client to admit to you the problems they are facing, identify what their challenges are and help them see what the solutions look like Map out who is involved with the problem without solving it. Now we all know that, in practice, some doctors, lawyers, bankers, accountants and other professionals do break this trust and put themselves first, but generally we are shocked when this happens and expect the transgression to be dealt with firmly.As those responsible for managing the learning of adults in the workplace, we also like to be regarded as professionals. Chris Lake believes a major element to the success of the programmes lays in the decision to co-create with expert partners, including National Voices. Clients find it difficult to illustrate complex problems in a linear way, so support your approach by drawing a picture of the people involved, and where they fit within the problem. 500 pieces of material used voluntarily by 40,000 workers in over 190 countries suggests that in stressful, deadline driven situations people are finding the portal to provide real help. The rigorous procurement process prioritised culture and values as well as capability and cost, considered essential for achieving the quality needed to address NHS challenges. The ultimate test is whether the increased leadership skills and the organisational and cultural shifts they are bringing about in relief work are being felt by the ultimate customer – the victim of the disaster. Every time you develop or deliver content without question as to its efficacy you are doing the same. Why not make use of the employee newsletter, write a speech for the CEO, prepare cascade toolkits for managers or shoot a video for the Intranet?Now that you have a list of the possible channels for reaching your audiences, take some time to think about your different audiences.
The initiative is characterised by simple technology to enable its accessibility, ensuring its reliability when needed. For each unique audience group, consider how you want to change awareness, attitude or action. Engagement is an emerging key need, harnessing the technology power of gamification, badges, excellent visuals and the other features it brings.Where next? A programme participant cannot pass the course without delivering measured service improvement – and it has to be written up. Now consider what the best method is for affecting this change.In the final step, you'll need to organise the mix into a co-ordinated campaign.
How could they function without keeping up-to-date with the latest building techniques, legislation, materials, and developments in electrics, plumbing and lighting? For most programmes this is posted globally online (on the publicly available NHSX site) to enable others to learn from it. Ultimately the vision is to move into enhancing the self-preparedness of potential victims. Campaign for Change When delivering positive, lasting change there are no ‘silver bullets'.
They would soon be unable to provide an adequate service and would rightly ushered out of the profession.The idea of a technophobic architect or dentist seems ridiculous, and yet with learning professionals it is somehow the norm.
In the light of the recent terrible events in Nepal, the American Red Cross interest in this in relation to California is of note! This case study has been independently investigated and developed by Towards Maturity.
And yet it takes as long to become an effective learning consultant, designer or facilitator as it does to become a skilled professional or craftsperson in other fields. If your organisation wants to meet the aim, you'll need to campaign for change!A campaign is a set of interlocking, co-ordinated activities using different media and different channels to achieve a shared objective.If your aim is important, it's time to take the fresh interventions you listed and put together a time-phased and audience-specific campaign. Gap analysis: it's time to face up to the problem One we have established trust and rapport, we can then challenge the client and get them to start thinking about the real problem.
Doing the best for my client will often mean suggesting a solution other than the one requested. They use multiple channels over a period of time to change your awareness, attitude and activity.
As you plan your time-phased, audience-specific communications, start with your aim and work from there. If your organisation wants to meet the aim, you'll need to campaign for change!Think about how you can design your communication plan. If you want to continue to focus on equipping your L&D team then it is time for action. Tweak one or two elements or add an extra ingredient into the mix.Finally, communicate your results within the business.



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