INFORMATION SECURITY

Industry: Financial Services

Following the launch of a new Information Security Policy and Acceptable Use Policy, our client was seeking to develop a digital learning offering for the roll out of these policies across the business.

The objective of this training was to ensure that learners know how to act appropriately when faced with information security risks and can recall key messages from the related policies.

There were several key topics to be covered in the elearning and the Latitude team wanted them to be presented in an engaging and interactive way that meets the needs of the modern learner. Learners may be just starting their career at Latitude, or may be completing the course as a way to re-learn the content covered in the updated policies so the solution needed to be flexible enough to cater for all audiences.

 

INFORMATION SECURITY

Industry: Financial Services


Following the launch of a new Information Security Policy and Acceptable Use Policy, our client was seeking to develop a digital learning offering for the roll out of these policies across the business.

The objective of this training was to ensure that learners know how to act appropriately when faced with information security risks and can recall key messages from the related policies.

There were several key topics to be covered in the elearning and the Latitude team wanted them to be presented in an engaging and interactive way that meets the needs of the modern learner. Learners may be just starting their career at Latitude, or may be completing the course as a way to re-learn the content covered in the updated policies so the solution needed to be flexible enough to cater for all audiences.

INFORMATION SECURITY

Industry: Financial Services


Following the launch of a new Information Security Policy and Acceptable Use Policy, our client was seeking to develop a digital learning offering for the roll out of these policies across the business.

The objective of this training was to ensure that learners know how to act appropriately when faced with information security risks and can recall key messages from the related policies.

There were several key topics to be covered in the elearning and the Latitude team wanted them to be presented in an engaging and interactive way that meets the needs of the modern learner. Learners may be just starting their career at Latitude, or may be completing the course as a way to re-learn the content covered in the updated policies so the solution needed to be flexible enough to cater for all audiences.

INFORMATION SECURITY

Industry: Financial Services


Following the launch of a new Information Security Policy and Acceptable Use Policy, our client was seeking to develop a digital learning offering for the roll out of these policies across the business.

The objective of this training was to ensure that learners know how to act appropriately when faced with information security risks and can recall key messages from the related policies.

There were several key topics to be covered in the elearning and the Latitude team wanted them to be presented in an engaging and interactive way that meets the needs of the modern learner. Learners may be just starting their career at Latitude, or may be completing the course as a way to re-learn the content covered in the updated policies so the solution needed to be flexible enough to cater for all audiences.

INFORMATION SECURITY

Industry: Financial Services


Following the launch of a new Information Security Policy and Acceptable Use Policy, our client was seeking to develop a digital learning offering for the roll out of these policies across the business.

The objective of this training was to ensure that learners know how to act appropriately when faced with information security risks and can recall key messages from the related policies.

There were several key topics to be covered in the elearning and the Latitude team wanted them to be presented in an engaging and interactive way that meets the needs of the modern learner. Learners may be just starting their career at Latitude, or may be completing the course as a way to re-learn the content covered in the updated policies so the solution needed to be flexible enough to cater for all audiences.

 

CHALLENGE & SOLUTION

  • We understood that compliance training, has a reputation for being dry and uninteresting, albeit vitally necessary. Our challenge was to make it engaging and fun, while successfully conveying the serious messages to be delivered.

    We pride ourselves on our strong behavioural science-based methodologies. This means we understand the science of communication, and the cognitive processes underlying how this relates to learning and behavioural change.

    Knowing the audience was mostly young, millennial digital natives, we decided that storytelling was the most effective method to not only inform, but model correct and incorrect behaviour. We believe that animation is a great way to present complex ideas in a simple way. It is well suited to:
    - Sharing information on how to apply a model/process/framework/data
    - Humanising an abstract concept or model such as dry policy material.
    - Addressing/highlighting learner attitude or mental constructs as part of a change management or compliance initiative
    - Delivering content across multiple languages by re-recording the voice over.

    Throughout the elearning, we've incorporated mini-animations centered around Luca, a Latitude employee with the best intentions, but who often makes silly mistakes. Luca is the Information Security hero who challenges the ill-intentioned malware, viruses and hackers, who are waiting for an information security slip to pounce and wreak havoc. Not only was tLuca used in the elearning, but he was also included in IS policy launch communications, becoming an informal mascot for the IS team. Mental anchoring through the use of a memorable character, is a great way to facilitate easy recall of key messages and enhance opportunity for behavioural change.


CHALLENGE & SOLUTION

An analysis of data and documentation provided by our client led us to believe that increasing the quality and frequency of conversations between people leaders & direct reports would have the greatest impact in ‘unlocking potential’. This was felt to be particularly true given the highly technical backgrounds of the workforce.

A nine month People Leader Code leadership program was designed around 10 critical conversations that leaders need to
have with their people.
These were arranged into 4 modules using a range of blended learning methods, including:
- launch video to energise participants to the program
- pre/post program 270 degree assessments
- custom e-learning
- immersive face to face workshops
- on the job learning tools
- on-the-job learning transfer activities
- curated extension activities and content
- group and peer coaching
- practical tools and resources to support performance
- graduation activities that helped embed practices and build networks

Excitement and anticipation was created through involving a reference group, who were both advisors and advocates for the
program among their peers. A launch for the executive team created visibility and clearly outlined the role of leaders' leaders,
in promoting learning and practically supporting the program.

CHALLENGE & SOLUTION

An analysis of data and documentation provided by our client led us to believe that increasing the quality and frequency of conversations between people leaders & direct reports would have the greatest impact in ‘unlocking potential’. This was felt to be particularly true given the highly technical backgrounds of the workforce.

A nine month People Leader Code leadership program was designed around 10 critical conversations that leaders need to
have with their people.
These were arranged into 4 modules using a range of blended learning methods, including:
- launch video to energise participants to the program
- pre/post program 270 degree assessments
- custom e-learning
- immersive face to face workshops
- on the job learning tools
- on-the-job learning transfer activities
- curated extension activities and content
- group and peer coaching
- practical tools and resources to support performance
- graduation activities that helped embed practices and build networks

Excitement and anticipation was created through involving a reference group, who were both advisors and advocates for the
program among their peers. A launch for the executive team created visibility and clearly outlined the role of leaders' leaders,
in promoting learning and practically supporting the program.

 

CHALLENGE & SOLUTION

An analysis of data and documentation provided by our client led us to believe that increasing the quality and frequency of conversations between people leaders & direct reports would have the greatest impact in ‘unlocking potential’. This was felt to be particularly true given the highly technical backgrounds of the workforce.

A nine month People Leader Code leadership program was designed around 10 critical conversations that leaders need to
have with their people.
These were arranged into 4 modules using a range of blended learning methods, including:
- launch video to energise participants to the program
- pre/post program 270 degree assessments
- custom e-learning
- immersive face to face workshops
- on the job learning tools
- on-the-job learning transfer activities
- curated extension activities and content
- group and peer coaching
- practical tools and resources to support performance
- graduation activities that helped embed practices and build networks

Excitement and anticipation was created through involving a reference group, who were both advisors and advocates for the
program among their peers. A launch for the executive team created visibility and clearly outlined the role of leaders' leaders,
in promoting learning and practically supporting the program.
 

CHALLENGE & SOLUTION

An analysis of data and documentation provided by our client led us to believe that increasing the quality and frequency of conversations between people leaders & direct reports would have the greatest impact in ‘unlocking potential’. This was felt to be particularly true given the highly technical backgrounds of the workforce.

A nine month People Leader Code leadership program was designed around 10 critical conversations that leaders need to
have with their people.
These were arranged into 4 modules using a range of blended learning methods, including:
- launch video to energise participants to the program
- pre/post program 270 degree assessments
- custom e-learning
- immersive face to face workshops
- on the job learning tools
- on-the-job learning transfer activities
- curated extension activities and content
- group and peer coaching
- practical tools and resources to support performance
- graduation activities that helped embed practices and build networks

Excitement and anticipation was created through involving a reference group, who were both advisors and advocates for the
program among their peers. A launch for the executive team created visibility and clearly outlined the role of leaders' leaders,
in promoting learning and practically supporting the program.
 

WHAT WE DID

Complex elearning design 
 Scenario development
Adaptive learning principles
Character animation
Motion graphics

WHAT WE DID

Needs Analysis 
Accelerated Design Workshop™
Blended Program Design
Learning Assets Build
Facilitation

WHAT WE DID

Needs Analysis 
Accelerated Design Workshop™
Blended Program Design
Learning Assets Build
Facilitation

WHAT WE DID

Needs Analysis 
Accelerated Design Workshop™
Blended Program Design
Learning Assets Build
Facilitation

WHAT WE DID

Needs Analysis 
Accelerated Design Workshop™
Blended Program Design
Learning Assets Build
Facilitation

CALLOUT

Engaging, quirky characters

We understood that this compliance training needed an engaging hook, so we created Luca, the Information Security super hero who challenges the ill-intentioned malware, viruses and hackers for the opening animation and used throughout the program to appeal to the mostly young audience

Made it real

Vox Pop videos with subject matter experts and key leadership staff, realistic scenario immersion and the creation of bespoke HTML interactions including simulated online chats between staff and IS support helped bring the training to life and make it real

Strong learning principles

We incorporated modern adult learning principles to achieve the delivery of an elearn with animations, interactive scrolling, and motion graphics. Multi choice questions with reinforced solutions to ensure comprehension and learning retention

CALLOUT

Leadership development designed to impact culture

The program was designed to create networks and relationships across the organisation with participants learning from the facilitator and each other.  The design of the program, not only develops the people leaders actively participating in the program, but also those leaders' leaders, through one to one sessions and learning transfer activities.

A true blended learning program at scale

A range of learning methods to teach content (bespoke 10 minute elearning), enable skill building (face to face workshops), apply back in the workplace (learning transfer activities) and reflect on the learning (peer to peer coaching groups)

Reinforces performance links

The program starts with a one to one session, sharing feedback gathered from the participant’s people leader and team members – this is repeated after one year. This individual feedback provides insight for the people leader and motivation to make a change. The repeat after one year is to give participants a target and motivation to work towards improvements and as well as helping to evaluate the program.

CALLOUT

Leadership development designed to impact culture

The program was designed to create networks and relationships across the organisation with participants learning from the facilitator and each other.  The design of the program, not only develops the people leaders actively participating in the program, but also those leaders'
leaders, through one to one sessions and learning transfer activities.

A true blended learning program at scale

A range of learning methods to teach content (bespoke 10 minute elearning), enable skill building (face to face  workshops), apply back in the workplace (learning transfer activities) and reflect on the learning (peer to peer coaching groups)

Reinforces performance links

The program starts with a one to one session, sharing feedback gathered from the participant’s people leader and team members – this is repeated after one year. This individual feedback provides insight for the people leader and motivation to make a change. The repeat after one year is to give participants a target and motivation to work towards improvements and as well as helping to evaluate the program.

CALLOUT

Leadership development designed to impact culture

The program was designed to create networks and relationships across the organisation with participants learning from the facilitator and each other.  The design of the program, not only develops the people leaders actively participating in the program, but also those leaders' leaders, through one to one sessions and learning transfer activities.

A true blended learning program at scale

A range of learning methods to teach content (bespoke 10 minute elearning), enable skill building (face to face  workshops), apply back in the workplace (learning transfer activities) and reflect on the learning (peer to peer coaching groups)

Reinforces performance links

The program starts with a one to one session, sharing feedback gathered from the participant’s people leader and team members – this is repeated after one year. This individual feedback provides insight for the people leader and motivation to make a change. The repeat after one year is to give participants a target and motivation to work towards improvements and as well as helping to evaluate the program.

CALLOUT

Leadership development designed to impact culture

The program was designed to create networks and relationships across the organisation with participants learning from the facilitator and each other.  The design of the program, not only develops the people leaders actively participating in the program, but also those leaders' leaders, through one to one sessions and learning transfer activities.

A true blended learning program at scale

A range of learning methods to teach content (bespoke 10 minute elearning), enable skill building (face to face workshops), apply back in the workplace (learning transfer activities) and reflect on the learning (peer to peer coaching groups)

Reinforces performance links

The program starts with a one to one session, sharing feedback gathered from the participant’s people leader and team members – this is repeated after one year. This individual feedback provides insight for the people leader and
motivation to make a change. The repeat after one year is to give participants a target and motivation to work towards improvements and as well as helping to evaluate the program.

KEY OUTCOMES

-      The elearning will continue to be used as a primary Information Security policy education asset for all new starters.

-      Regulatory requirements are being met, while changing the perceived culture of compliance from boring and dry, to engaging and practical

-      Learning has been effective at building familiarity with the new IS policy, as well as encouraging more questions about grey areas with IS support staff

-      Meaningful reflection on the policies and procedures and great step toward behavioural changes required and minimising IS breaches

KEY OUTCOMES

-      The program garnered participant and stakeholder feedback that excelled beyond expectations

-      The flexible delivery design enabled busy leaders to maintain momentum

-       From push to pull means plans to extend to matrix leaders

-      Significant improvement in engagement data attributed to program

KEY OUTCOMES

-      The program garnered participant and stakeholder feedback that excelled beyond expectations

-      The flexible delivery design enabled busy leaders to maintain momentum

-       From push to pull means plans to extend to matrix leaders

-      Significant improvement in engagement data attributed to program

KEY OUTCOMES

-     The program garnered participant and stakeholder feedback that excelled beyond expectations

-      The flexible delivery design enabled busy leaders to maintain momentum

-       From push to pull means plans to extend to matrix leaders

-      Significant improvement in engagement data attributed to program

KEY OUTCOMES

-·      The program garnered participant and stakeholder feedback that excelled beyond expectations

-      The flexible delivery design enabled busy leaders to maintain momentum

-       From push to pull means plans to extend to matrix leaders

-      Significant improvement in engagement data attributed to program

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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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