ADJUSTING FOR THE TIMES

Industry: Financial Services

When COVID-19 restrictions on group gatherings were introduced, our client could no longer run their face to face induction program. However, they were still hiring new staff, and needed to onboard these new team members.

A rapid redesign to a blended, digital program was required, to align with social and corporate restrictions.

ADJUSTING FOR THE TIMES

Industry: Financial Services

When COVID-19 restrictions on group gatherings were introduced, our client could no longer run their face to face induction program. However, they were still hiring new staff, and needed to onboard these new team members.

A rapid redesign to a blended, digital program was required, to align with social and corporate restrictions.

ADJUSTING FOR THE TIMES

Industry: Financial Services

When COVID-19 restrictions on group gatherings were introduced, our client could no longer run their face to face induction program. However, they were still hiring new staff, and needed to onboard these new team members.

A rapid redesign to a blended, digital program was required, to align with social and corporate restrictions.

ADJUSTING FOR THE TIMES

Industry: Financial Services

When COVID-19 restrictions on group gatherings were introduced, our client could no longer run their face to face induction program. However, they were still hiring new staff, and needed to onboard these new team members.

A rapid redesign to a blended, digital program was required, to align with social and corporate restrictions.

ADJUSTING FOR THE TIMES

Industry: Financial Services

When COVID-19 restrictions on group gatherings were introduced, our client could no longer run their face to face induction program. However, they were still hiring new staff, and needed to onboard these new team members.

A rapid redesign to a blended, digital program was required, to align with social and corporate restrictions.

 

CHALLENGE & SOLUTION

Onboarding is a critical opportunity to build new hire engagement. While the program was to be delivered digitally, it needed to be easy to follow, interactive and engaging, with opportunity for new hires to come together and get to know others within the organisation. Additionally, our client, a not-for-profit superanuation fund, is a strongly values driven organisation. Their values, specifically their focus on ‘members first’, needed to shine through in the program.

Working in partnership with our client’s Learning & Development team, we mapped a blended program to be delivered across four modules. Each module followed a consistent rhythm of:

1.       Learning primers (elearning, animated videos, curated content): Delivered key content in an interactive, engaging way.

2.       Virtual immersive workshop: Provided opportunity for new hires to explore key content in further depth, and to come together and meet others within the organisation (including senior leaders).

3.       Learning transfer activities (activities, reflective questions): Reinforced learning and encouraged practical application.

A streamlined design and development process allowed us to build and deploy content rapidly, with the program piloted 6 weeks after the project commenced.



CHALLENGE & SOLUTION

Onboarding is a critical opportunity to build new hire engagement. While the program was to be delivered digitally, it needed to be easy to follow, interactive and engaging, with opportunity for new hires to come together and get to know others within the organisation. Additionally, our client, a not-for-profit superanuation fund, is a strongly values driven organisation. Their values, specifically their focus on ‘members first’, needed to shine through in the program.

Working in partnership with our client’s Learning & Development team, we mapped a blended program to be delivered across four modules. Each module followed a consistent rhythm of:

1.       Learning primers (elearning, animated videos, curated content): Delivered key content in an interactive, engaging way.

2.       Virtual immersive workshop: Provided opportunity for new hires to explore key content in further depth, and to come together and meet others within the organisation (including senior leaders).

3.       Learning transfer activities (activities, reflective questions): Reinforced learning and encouraged practical application.

A streamlined design and development process allowed us to build and deploy content rapidly, with the program piloted 6 weeks after the project commenced.

CHALLENGE & SOLUTION

Onboarding is a critical opportunity to build new hire engagement. While the program was to be delivered digitally, it needed to be easy to follow, interactive and engaging, with opportunity for new hires to come together and get to know others within the organisation. Additionally, our client, a not-for-profit superanuation fund, is a strongly values driven organisation. Their values, specifically their focus on ‘members first’, needed to shine through in the program.

 

Working in partnership with our client’s Learning & Development team, we mapped a blended program to be delivered across four modules. Each module followed a consistent rhythm of:

1.       Learning primers (elearning, animated videos, curated content): Delivered key content in an interactive, engaging way.

2.       Virtual immersive workshop: Provided opportunity for new hires to explore key content in further depth, and to come together and meet others within the organisation (including senior leaders).

3.       Learning transfer activities (activities, reflective questions): Reinforced learning and encouraged practical application.

A streamlined design and development process allowed us to build and deploy content rapidly, with the program piloted 6 weeks after the project commenced.

 

 

CHALLENGE & SOLUTION

Onboarding is a critical opportunity to build new hire engagement. While the program was to be delivered digitally, it needed to be easy to follow, interactive and engaging, with opportunity for new hires to come together and get to know others within the organisation. Additionally, our client, a not-for-profit fund, is a strongly values driven organisation. Their values, specifically their focus on ‘members first’, needed to shine through in the program.

 

Working in partnership with our client’s Learning & Development team, we mapped a blended program to be delivered across four modules. Each module followed a consistent rhythm of:

1.       Learning primers (elearning, animated videos, curated content): Delivered key content in an interactive, engaging way.

2.       Virtual immersive workshop: Provided opportunity for new hires to explore key content in further depth, and to come together and meet others within the organisation (including senior leaders).

3.       Learning transfer activities (activities, reflective questions): Reinforced learning and encouraged practical application.

A streamlined design and development process allowed us to build and deploy content rapidly, with the program piloted 6 weeks after the project commenced.

CHALLENGE & SOLUTION

Onboarding is a critical opportunity to build new hire engagement. While the program was to be delivered digitally, it needed to be easy to follow, interactive and engaging, with opportunity for new hires to come together and get to know others within the organisation. Additionally, our client, a not-for-profit suepranuation fund, is a strongly values driven organisation. Their values, specifically their focus on ‘members first’, needed to shine through in the program.


Working in partnership with our client’s Learning & Development team, we mapped a blended program to be delivered across four modules. Each module followed a consistent rhythm of:
1. Learning primers (elearning, animated videos, curated content): Delivered key content in an interactive, engaging way.
2. Virtual immersive workshop: Provided opportunity for new hires to explore key content in further depth, and to come together and meet others within the organisation (including senior leaders).
3. Learning transfer activities (activities, reflective questions): Reinforced learning and encouraged practical application.
A streamlined design and development process allowed us to build and deploy content rapidly, with the program piloted 6 weeks after the project commenced.

WHAT WE DID

Needs Analysis 
Learning Program Design
eLearning & Digital Collateral
Video Production
Graphic Design

WHAT WE DID

Needs Analysis 
Learning Program Design
eLearning & Digital Collateral 
Video Production
Graphic Design

WHAT WE DID

Needs Analysis 
Learning Program Design
eLearning & Digital Collateral 
Video Production
Graphic Design

WHAT WE DID

Needs Analysis 
Learning Program Design
eLearning & Digital Collateral 
Video Production
Graphic Design

WHAT WE DID

Needs Analysis
Learning Program Design
eLearning 
Digital Collateral
Video Production
Graphic Design

CALLOUT

Focus On Engagement

As one of the first experiences within a new organisation, orientation is a critical opportunity to win the hearts and minds of new hires. The program was designed to be interactive and engaging, with opportunity to build connection with others and a focus on our client’s ‘members first’ philosophy.

 

Rapid Development

By comprehensively mapping content and streamlining the development process, we were able to build and deploy content rapidly, with the program piloted 6 weeks after the project commenced.

 

CALLOUT

Focus On Engagement

As one of the first experiences within a new organisation, orientation is a critical opportunity to win the hearts and minds of new hires. The program was designed to be interactive and engaging, with opportunity to build connection with others and a focus on our client’s ‘members first’ philosophy.

 

Rapid Development

By comprehensively mapping content and streamlining the development process, we were able to build and deploy content rapidly, with the program piloted 6 weeks after the project commenced.

CALLOUT

FOCUS ON ENGAGEMENT

As one of the first experiences within a new organisation, orientation is a critical opportunity to win the hearts and minds of new hires. The program was designed to be interactive and engaging, with opportunity to build connection with others and a focus on our client’s ‘members first’ philosophy.

 

RAPID DEVELOPMENT

By comprehensively mapping content and streamlining the development process, we were able to build and deploy content rapidly, with the program piloted 6 weeks after the project commenced.

CALLOUT

FOCUS ON ENGAGEMENT

As one of the first experiences within a new organisation, orientation is a critical opportunity to win the hearts and minds of new hires. The program was designed to be interactive and engaging, with opportunity to build connection with others and a focus on our client’s ‘members first’ philosophy.

 

RAPID DEVELOPMENT

By comprehensively mapping content and streamlining the development process, we were able to build and deploy content rapidly, with the program piloted 6 weeks after the project commenced.

CALLOUT

FOCUS ON ENGAGEMENT

As one of the first experiences within a new organisation, orientation is a critical opportunity to win the hearts and minds of new hires. The program was designed to be interactive and engaging, with opportunity to build connection with others and a focus on our client’s ‘members first’ philosophy.

 

RAPID DEVELOPMENT

By comprehensively mapping content and streamlining the development process, we were able to build and deploy content rapidly, with the program piloted 6 weeks after the project commenced.

 

KEY OUTCOMES

-       Complies with COVID-19 social and corporate restrictions

-      Ability to orient new hires in different locations within the same program

-       On-demand resources allow new hires to access onboarding content straight away

-       Reduced travel costs

KEY OUTCOMES

-       Complies with COVID-19 social and corporate restrictions

-       Ability to orient new hires in different locations within the same program

-       On-demand resources allow new hires to access onboarding content straight away

-       Reduced travel costs

KEY OUTCOMES

-       Complies with COVID-19 social and corporate restrictions

-       Ability to orient new hires in different locations within the same program

-       On-demand resources allow new hires to access onboarding content straight away

-       Reduced travel costs

KEY OUTCOMES

-      Complies with COVID-19 social and corporate restrictions

-      Ability to orient new hires in different locations within the same program

-      On-demand resources allow new hires to access onboarding content straight away

-      Reduced travel costs

KEY OUTCOMES

-·      Complies with COVID-19 social and corporate restrictions

-       Ability to orient new hires in different locations within the same program

-       On-demand resources allow new hires to access onboarding content straight away

-       Reduced travel costs

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EXECUTING A CUSTOMER-CENTRIC ENTERPRISE STRATEGY

Industry: Energy
As one of the largest ASX listed investors in renewable energy, the organisation recently refreshed its enterprise strategy to respond to the changing environment in which they operate. The Customer Market Operations team sought out a partner to support them with the execution of their enterprise strategy which centred around three simple priorities: growth, transformation and social license.

 

WHAT WE DID

Leadership Development
eLearning
Workshop Facilitation
Peer Coaching
Train the Trainer
Digital & Print Collateral
Learning Consulting
Blended Learning

 

CHALLENGE & SOLUTION

Following the success of the Everyday Leader program (which was Highly Commended at the 2017 AITD Excellence Awards), they seized the opportunity to continue building the skillsets of ‘everyday leaders’. This continued investment recognises that it’s often the small things, done well and consistently, that have a big impact on performance and engagement.
We partnered with the retail asset management company to create Everyday Leader Beyond, a six month leadership development program that reinforces the role of leaders in embedding the organisation’s new values and translating its brand strategy of Making Things Better, Easier and More Enjoyable into a lived experience for teams.
Everyday Leader Beyond consists of a masterclass series, peer coaching sessions, eLearning modules, People Leader Portal resources and a “Better Way” Showcase to highlight new ideas and ways of leading.

 

CALLOUT

Blended Learning Nous
Our ability to craft a multi-faceted program combining experiential, social and formal learning through both digital and face-to-face channels was key to success. This blended approach sparked deeper dialogue between participants, a greater level of comfort using technology for learning and increased commitment to reflective practice (leaders regularly blogged about their experiences and reflections).

Joined Up Approach
While the target audience for Everyday Leader Beyond was frontline to mid-level managers, we understood the need to involve senior leaders in the solution to create a unified leadership community. One mechanism for this, was the creation of specific roles for senior leaders as ‘captains’ of the peer coaching groups. This role enabled leaders to share their experience and insights with the next level of leaders, while getting to know talent from different parts of the business.

Facilitation Firepower
With 82 shopping centres across the country, the workshop and masterclass components of the Everyday Leader programs required our support for national delivery. We drew on our pool of dynamic facilitators located in every major capital city to engage and stretch participants in immersive and highly interactive sessions.

 

KEY OUTCOMES

The development of new, ‘everyday’ leadership skills with 84% of participants agreeing that they were able to put this learning into practice. What’s more, 69% of senior leaders sponsoring the program noticed the subsequent capability uplift.
Post program, 87% of participants said they had a better appreciation of a leader’s role in creating memorable employee experiences and felt confident to do so. 82% of participants felt more connected with their peers, willing to collaborate and united as one leadership community.
92% of senior leaders agreed that their sponsorship and involvement in the program added value to their own leadership development.

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