Developing new solutions

Once Learning Needs Analysis has identified a business problem and designed a learning solution, the Systems and Corporate team can develop that solution. We will either do that using our internal team, or by leveraging external vendors.


A learning solution doesn't just mean a half day training session or a 30 minute eLearning module. There are a variety of different tools and techniques that can be combined. Here are just some of the options available:


Facilitator led training and simulations

Facilitator-led training can be a traditional classroom based session. But it could also include briefings for a large group of people; or tailored workshops for 2-3 people with a skilled facilitator.

Simulations are a particular type of facilitator-led experience where participants undertake a scenario that is as close to a real-world event as possible. There is then a detailed debriefing and feedback session at the end of the simulation. This type of experience can be very valuable for skills where a group of people must work together.

Events

Sometimes learning doesn’t happen in a classroom. Conferences, webinars, seminars, lunch & learn sessions … all of these and more can be great components of a learning solution.

Self-paced eLearning

Good eLearning is much more than a ‘read and click next’ experience. Using case studies, scenarios and gamification can add an extra level of practical decision making to skills that should be improved before they are practiced in the real world (e.g. having a difficult conversation). And technology such as Augmented Reality and Virtual Reality is pushing the boundaries of what is possible even further.

Static support resources

Sometimes a short resource available at a point of need is more effective than a formal training solution (e.g. a YouTube video when you need to change your car tire).

Static support resources can include things like online help files, printable quick reference guides, and parallax scrolling HTML pages.

Videos and Animations

Many learning interventions are part of a wider change management approach, where a video or animation explaining the importance or key concepts of a change is helpful.

Other types of learning interventions use video because it is an effective way to demonstrate a realistic scenario. Or to make an online self-paced offering more engaging.

Coaching, mentoring and on-the-job training

The 70:20:10 principle suggests that most learning happens on the job rather than in formal training. So facilitating this on-the-job learning is a great way to drive changes in behaviour. This may involve giving people in the business coaching and mentoring skills. Or it might involve developing resources like Conversation Guides for managers.

Communications and push notifications

Research has shown that small initiatives spaced out over time are very effective for embedding learning. Technology exists within the Transport cluster to allow emails and text messages to be ‘pushed’ out to key learners. These can contain links to useful resources and further information when required.

Once Learning Needs Analysis has identified a business problem and designed a learning solution, the Systems and Corporate team can develop that solution. We will either do that using our internal team, or by leveraging external vendors.


A learning solution doesn't just mean a half day training session or a 30 minute eLearning module. There are a variety of different tools and techniques that can be combined. Here are just some of the options available:


Facilitator led training and simulations

Facilitator-led training can be a traditional classroom based session. But it could also include briefings for a large group of people; or tailored workshops for 2-3 people with a skilled facilitator.

Simulations are a particular type of facilitator-led experience where participants undertake a scenario that is as close to a real-world event as possible. There is then a detailed debriefing and feedback session at the end of the simulation. This type of experience can be very valuable for skills where a group of people must work together.

Events

Sometimes learning doesn’t happen in a classroom. Conferences, webinars, seminars, lunch & learn sessions … all of these and more can be great components of a learning solution.

Self-paced eLearning

Good eLearning is much more than a ‘read and click next’ experience. Using case studies, scenarios and gamification can add an extra level of practical decision making to skills that should be improved before they are practiced in the real world (e.g. having a difficult conversation). And technology such as Augmented Reality and Virtual Reality is pushing the boundaries of what is possible even further.

Static support resources

Sometimes a short resource available at a point of need is more effective than a formal training solution (e.g. a YouTube video when you need to change your car tire).

Static support resources can include things like online help files, printable quick reference guides, and parallax scrolling HTML pages.

Videos and Animations

Many learning interventions are part of a wider change management approach, where a video or animation explaining the importance or key concepts of a change is helpful.

Other types of learning interventions use video because it is an effective way to demonstrate a realistic scenario. Or to make an online self-paced offering more engaging.

Coaching, mentoring and on-the-job training

The 70:20:10 principle suggests that most learning happens on the job rather than in formal training. So facilitating this on-the-job learning is a great way to drive changes in behaviour. This may involve giving people in the business coaching and mentoring skills. Or it might involve developing resources like Conversation Guides for managers.

Communications and push notifications

Research has shown that small initiatives spaced out over time are very effective for embedding learning. Technology exists within the Transport cluster to allow emails and text messages to be ‘pushed’ out to key learners. These can contain links to useful resources and further information when required.