July 27, 2021Comments are off for this post.

Free Culture

We're offering three organisations who would like to assess their culture and employee engagement using our evidence based PerformXCulture tool. We’re offering it for free as it will inform a critical piece of research we are currently undertaking with Deakin University.

Read on Free culture

July 20, 2021Comments are off for this post.

Spring Point’s Employee Value Proposition

Our purpose is to improve people’s lives through improving the way they work.

This doesn’t stop with our clients – we practise what we preach. So, it’s no surprise that the way we work and our culture are what we’re most proud of here at Spring Point.

We have a strong culture of transparency, accountability, knowledge sharing, collaboration and an emphasis on professional development.

We’re authentic, approachable, humble, passionate, determined, creative, thought leaders, systematic, pragmatic and fun.

As well as working in an outstanding culture, there are so many benefits of being part of Spring Point.

Read on to see Spring Point EVP

July 20, 2021Comments are off for this post.

Getting Back to Work – Post COVID

At our recent Talking Point breakfast, we explored two questions:

Does getting back to workplaces matter and if so, why?

If returning to the workplace does matter, how do we get that to happen?

Here's what our research tells us.

Getting Back to Work_March 2021 Handout A5

June 16, 2021Comments are off for this post.

Are you the Senior Learning Designer and Project Manager we’re looking for?

We’re excited to be looking for our next team member, a Senior Learning Designer / Project Manager to join our growing business. This role will be a critical member of our team supporting the design, development, and deployment of world class capability development solutions. These solutions will often have a focus on developing critical leadership and human performance skills, but we very often support clients across other professional and technical areas also.

You'll find the full job ad here but if this doesn’t answer your questions, contact Noelene Blair on 0419 345 750 noelene.blair@springpoint.com.au. 

To apply, send your CV to hello@springpoint.com.au

We don’t need a cover letter, just your top 3 reasons why you think this position is a good fit for you, and why you think you’re a good fit for us.

Applications close 5pm Wednesday 30th June, 2021

April 26, 2021Comments are off for this post.

Blended learning for the digital age

By Senior Learning Designer, Megan Barrett

The benefits of a blended approach to learning are clear; there is an overwhelming body of research which shows that well designed blended learning promotes greater level of knowledge retention and mastery than face to face training alone

(Training & Development Feb 2017; Bersin. J., 2006). The benefits of blended learning include combining the efficiency of digital (online) learning with the human touch of in person, or face-to-face learning.

So far, so good: but how does good blended learning design play out in today’s world of remote working and digital connection? How do we retain the human touch, which brings opportunity for social learning, and deepening understanding through rich conversation and application?

Through much experience and research, Spring Point has developed a blended  learning methodology for which we have won multiple awards. Our model, which is grounded in the dominant theories on creating behavioural change, is a proven method for creating behaviour change at scale. And the good news is, this methodology is equally effective in a fully or partially digital environment.

For each stage of the learning journey, there are efficient and effective options for digital delivery:

Using our Scaled Behaviour Change Design Formula, we’ve taken several clients through rapid redevelopment of face to face training into a blended, fully digital solution. So what have we learnt along the way?

  • Get active. The precondition for effective learning — virtual or otherwise — is voluntary engagement. Turn learners from passive passengers to active participants through structured opportunities to engage fully. This is especially important in virtual workshops.
  • Be selective. Know your audience, and get super clear on performance outcomes. When moving to a digital solution, you’ll likely need to scale back your content, so hone in on content or activities which have a clear link to achieving outcomes.
  • Break it up. As we all know from countless Zoom meetings, it’s more cognitively demanding to attend virtual events than face to face. We recommend the optimal time for workshops and coaching sessions is no more than 2.5 - 3hrs.
  • Be creative! When delivering content through digital channels, it’s easy for learners to tune out. Get creative with your content, so you grab your learners’ attention and hold it.

Do you need to move your learning to a more digitally-led solution?

Get in touch if we can help.