e-Learning Reimagined: the Secret to Achieving and Measuring ROI

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Staff members at Transport for London have one of the most difficult and stressful jobs in Europe. How would they be able to cope with the additional stress on the system caused by the Olympics?

One year after completing the course, 70% of staff members are still using the techniques it teaches and Transport for London is on track to achieve ROI of over £23m in the next year.

Discover how 'me-Learning' uses diagnostics, immersive learning and a focus on what happens outside the course to drive long term behavioural change - and deliver ROI.

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  • Welcome to Saffron’s seminar. Apologies that my colleague, Moira, couldn’t be here today. Instead I’m joined by Saffron’sCEO, Noorie Sazen. No pressure, then. So who here has read the seminar synopsis on the website or press release? (hands up)And who is just here because they were walking past and fancied a sit-down? (hands up)Right. Always good to know what you’re dealing with. So for anyone who doesn’t know, we’re here to talk about how to deliver big Return on Investment from e-learning.
  • Overall, there’s 27,000 staff for 4 million customers. That means that the behaviour of those 27,000, (just 7,000 on the tube) has an impact on the daily lives of 4 million others. The mental resilience of the transport system is like a metonym for the mental resilience of London.In times of celebration, in times of tragedy, and at any other time, the well-being of the people who run this incredibly complex system affects the well-being of all of us.
  • This then shapes the printable takeaway and scenarios later in the course.It’s not a push down learning, it’s an approach which aims not for obedience, but for self-actualisation – Me-Learning is about empowering learners to build a better version of themselves
  • e-Learning Reimagined: the Secret to Achieving and Measuring ROI

    1. 1. Return on Investmentis really… 2
    2. 2. Return on Engagement 3
    3. 3. ‘Building Mental Resilience’the story of a non-mandatory course 4
    4. 4. What‟s it like to be a TfL employee? 5
    5. 5. What‟s it like to be a TfL employee? Heavily unionised industry and organisational change Working in a diverse workforce working with a diverse customer base Involved in planning for London events including the Olympics Subjected to assaults and injuries 6
    6. 6. What‟s it like to be a TfL employee? 7
    7. 7. The scale and effects of mental health problems 8
    8. 8. How it impacts the organisation 9
    9. 9. One year onwhat our 40-minute course achieved... 10
    10. 10. What difference has it made to individuals? 11
    11. 11. What difference has it made to individuals? 12
    12. 12. What difference has it made to individuals? 13
    13. 13. What difference has it made to individuals? 14
    14. 14. “Man as spiritduplicates himself..He seeshimself, representshimself to himself”Georg WilhelmFriedrich Hegel(1770 – 1831) 15
    15. 15. Or as Abraham Maslow would put it:our deepest motivation for change stems fromour desire to self-actualise 16
    16. 16. We need e-learning that is truly about me,the learner „me-Learning‟ 17
    17. 17. Then…boring e-telling (or “PowerPoint on steroids”) me not me 18
    18. 18. Now…interactive e-learning me maybe me 19
    19. 19. The new modelme-Learning me! me (but better!) 20
    20. 20. So how does „me-learning‟ really change behaviourand deliver ROI? 1. Well designed diagnostics which involve me and show me where I am in relation to a better me 2. Personalised content, simulations and „real‟ scenarios that explain not just how but why I need to be a better me 3. Personalised „take-away‟ documents to carry with me 4. (And an objective metric you can measure to prove that the learning intervention has worked) 21
    21. 21. So how does „me-learning‟ really change behaviourand deliver ROI? 1. Well designed diagnostics which involve me and show me where I am in relation to a better me 2. Personalised content, simulations and „real‟ scenarios that explain not just how but why I need to be a better me 3. Personalised „take-away‟ documents to carry with me 4. (And an objective metric you can measure to prove that the learning intervention has worked) 22
    22. 22. 23
    23. 23. 24
    24. 24. So how does „me-learning‟ really change behaviourand deliver ROI? 1. Well designed diagnostics which involve me and show me where I am in relation to a better me 2. Personalised content, simulations and „real‟ scenarios that explain not just how but why I need to be a better me 3. Personalised „take-away‟ documents to carry with me 4. (And an objective metric you can measure to prove that the learning intervention has worked) 25
    25. 25. 26
    26. 26. So how does „me-learning‟ really change behaviourand deliver ROI? 1. Well designed diagnostics which involve me and show me where I am in relation to a better me 2. Personalised content, simulations and „real‟ scenarios that explain not just how but why I need to be a better me 3. Personalised „take-away‟ documents to carry with me 4. (And an objective metric you can measure to prove that the learning intervention has worked) 27
    27. 27. 28
    28. 28. So how does „me-learning‟ really change behaviourand deliver ROI? 1. Well designed diagnostics which involve me and show me where I am in relation to a better me 2. Personalised content, simulations and „real‟ scenarios that explain not just how but why I need to be a better me 3. Personalised „take-away‟ documents to carry with me 4. (And an objective metric you can measure to prove that the learning intervention has worked) 29
    29. 29. Fewer working days lostThe number of working days lost due to mental health issues is dropping fasterthan other causes of sickness. 30
    30. 30. What the course can help TfL to achieve 31
    31. 31. “I found the shift worksection particularly useful as I don‟t normally workshifts but I will during the Olympics” 32
    32. 32. “I found the shift work “The course was worthsection particularly useful doing because you can as I don‟t normally work see the light at the end ofshifts but I will during the the tunnel” Olympics” 33
    33. 33. “I found the shift work “The course was worthsection particularly useful “I will return to the course doing because you can as I don‟t normally work regularly to improve my see the light at the end ofshifts but I will during the professional resilience” the tunnel” Olympics” 34
    34. 34. About us AwardsDelivering e-learning since 2000 • Shortlisted for Instructional Designer of the Year 2013 • Learning Technology Solution of the Year 2011 • Best Custom Content 2010Bespoke learning technology solutions • Instructional Designer of the Year 2010 • e-Learning Project of the Year 2008 • External Project of the Year 2008Only bespoke e-learning supplier to be • Most Innovative New Product in e-Learning 2007accredited by the Learning and • Most Accessible e-Learning Solution 2005Performance Institute • Young Professional of the Year 2005Investors in People accredited 35
    35. 35. Questions?Toby Harris@toby_saffrontoby@saffroninteractive.com

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