Learning Technology
TUI
Mobile microlearning

TUI watersports beach

Learning Technology. TUI. Mobile microlearning. The challenge. TUI, the UK’s largest holiday brand, like many retailers have seen the Highstreet significantly decline in recent years. Technological advances putting information at the fingertips of customers mean they have little reason to visit a branch in person.  TUI’s strategic intent was to reinvigorate branch visits by upskilling their travel advisors to provide a personalised customer experience that would rival the online experience. The focus was in-depth holiday destination knowledge and knowledge of product add-ons such as insurance and currency, to provide a comprehensive service. 4,500 560+ stores The solution. We utilised our award winning spaced repetition app MemoryBox, to embed knowledge. In just 2 minutes a day, learners complete workouts and quizzes, learning on the go, anytime, anywhere. AI in the app uses spaced repetition learning psychology to learn what each individual knows and repeat the information they don’t know at certain spaced intervals. This repetition reinforces memories, making the knowledge stick. The learning is personalised to each individual’s knowledge gaps, and gamification keeps learners hooked and coming back every day! Different locations as question banks. Key knowledge gaps covered within questions. Focus periods of 2 months per bank at relevant times e.g. winter breaks. The results. “I really enjoyed MemoryBox. Useful way of learning for me as I normally find it hard to retain information.” “I found it an easy and convenient way to access training while on the move and to be honest…very enjoyable!” “Such a great app. Much prefer it to the eLearning as I can do in my own time if I’ve been too busy in the store.” Course Delegate “Really enjoyed the addictive quiz!” Previous Next How can we support you with learning technology? Click here to find out more

Leadership Development
Five Guys
High Five

Five Guys kitchen

Leadership Development. Five Guys. High Five Programme. The challenge. This leadership development programme was part of the overall curriculum design, aimed at the ‘DM’s’ or District Managers. These are senior managers who run a group of stores and report into Area Managers. This programme needed to be tailored towards developing the leadership skills of the future as these managers progress through their careers. It needed to be highly interactive and effectively embed the learning over time. 20 H/O & regional The solution. A year long blended programme with a cohort of 20, designed to transition them as talent for the future. 4 classroom sessions as the pillars of the programme; highly experiential and interactive, bringing ideas and theory to life as well as focussing on learning about themselves and learning from each other. Each session started with them presenting their own challenges and successes since the last session. Interspersed with post course workbooks to challenge embedding the learning in their roles, and coaching calls in between each session to connect with our facilitator and guide their learning. Finished with a Graduation Dinner to celebrate successfully completing the programme. The results. “Really interactive and I loved the enthusiasm of the trainer!” “The breakout sessions were amazing, they kept it fresh and engaging. Really enjoyed it.” Previous Next How can we support you with leadership development? Click here to find out more

Organisational Culture
Uniper
Dignity at Work

2 Uniper employees, overlooking a port

Organisational Culture. Uniper. Dignity at Work. The challenge. As part of their UK D&I plans, Uniper wanted to deliver some bespoke organisational culture training around Dignity at Work, to bring people together to focus on diversity, unconscious bias, cultural intelligence and inclusion. They were looking for engaging, supportive and interactive sessions with strong facilitation in order to create a safe space to open up discussions around a sensitive topic, with a view to impacting a wider cultural change. 80 Field based operations management The solution. Design and delivery of bespoke 3 hour interactive virtual workshops, including pre and post course materials. The sessions explored the benefit of dignity at work, the change in social attitudes and leadership styles over recent years, recognising and challenging our own bias’, and proactively seeking to improve cultural intelligence and create working environments that foster psychological safety. Open discussion, breakouts, chat function and empathic facilitation allowed for participants to talk freely, and explore their thoughts and feelings. The results. “It really made me think and it was good to have an opportunity to discuss the points covered with the other attendees in the breakout sessions.” “Excellent session and the trainer was really engaging. Great discussion and examples, that brought everyone into the conversations.” Previous Next How can we support you with organisational culture? Click here to find out more

Leadership Development
Five Guys
QC Programme

Five Guys staff at till

Leadership Development. Five Guys. Quality Checker programme. The challenge. This leadership development programme was part of the overall curriculum design, aimed at the ‘QC’ or Quality Checker role which is a similar role to that of a Crew Trainer. Prior to this programme being developed, Crew Members were moved into a new position without any relevant training and needed to be able to manage people and crew stations. It was identified that a formal learning intervention was required to build competence and confidence during this transition, and also to redefine this role as the ‘backbone’ of instore training. 500 100 stores The solution. 20-minute bespoke eLearning module and a learner workbook to be used side-by-side to help them understand their new role, learn new skills and practice applying them over a period of several weeks. Coach guide for the restaurant management team, to enable them to effectively provide ongoing support for their learners. The results. How can we support you with leadership development? Click here to find out more

The 4Ps of Candid Conversations

eLearning

The “Four Ps” model can help us to plan for a difficult or candid conversation so that both parties find it beneficial.

Learning Outcomes

  • Learn how to plan for a difficult or candid conversation so that both parties find it beneficial
  • Understand how to use the 4Ps to deliver a difficult message
  • Consider how this can help manage under-performance in a structured manner

Assertive Disagreement

eLearning

When you disagree with someone, it is often best to be direct and clear, as it avoids an unfortunate misunderstanding. People can shy away from disagreement as it can sometimes feel confrontational. The assertive approach introduced in this module helps you to express your disagreement in a professional, constructive manner.

Learning Outcomes

  • Learn what assertiveness is
  • Learn a process to put your case across without getting emotional
  • Provide context for how to use the model in a real-world environment

Thomas-Kilmann Conflict Mode Instrument

eLearning

Because no two individuals have exactly the same expectations and desires, conflict is a natural part of our interactions with others. This self-test assessment will tell you more about your predominant style of handling conflict and what this means.

Learning Outcomes

  • Provide a starting point for your development
  • Identify your conflict handling style
  • Learn about the five conflict handling modes

AID Feedback Model

eLearning

Providing feedback that encourages open dialogue and communication enhances your credibility as both a teammate and as a leader. AID is a simple feedback model that can be used for positive moments and those that need corrective action.

Learning Outcomes

  • Learn a simple model for providing feedback
  • Identify your own role in each of the stages
  • Discover the benefits of creating a feedback culture

Action-Centred Leadership

eLearning

Good managers and leaders should have full command of the three main areas of the Action-Centred Leadership model and should use each of the elements according to the situation.

Learning Outcomes

  • Discover John Adair’s action-centred leadership model
  • Learn how to adapt the model for your own work situation
  • Investigate the danger of becoming out of balance

Question Types

eLearning

Asking the right question is at the heart of effective communication and information exchange. Using the right questions can improve a whole range of communication skills; the information we receive back (the answer) will depend very much on the type of question we ask.

Learning Outcomes

  • Learn why asking the right question is at the heart of effective communication and information exchange
  • Discover why the right questions in a particular situation can improve a whole range of communication skills

Dr. Mehrabian’s Communication Model

eLearning

We are always communicating, even when we are not speaking. Other factors communicate what we really think and feel, which can be explained by looking at Albert Mehrabian’s communication model.

Learning Outcomes

  • Learn the impact of mixed messages when communicating
  • Understand that communication is a blend of words, body language and tone

Situational Leadership

eLearning

Leaders need to tailor their approach based on the person they are coaching, their experience at the task and their level of enthusiasm for completing it.

The ability to adapt your leadership style to cater to different tasks and your people’s needs is called situational leadership.

Learning Outcomes

  • Understand Hersey and Blanchard’s situational leadership model
  • Recognise directive and supportive behaviours
  • Understand the four leadership styles in line with situational leadership
  • Understand the development levels of team members, based on competence and commitment
  • Become confident with flexing your leadership style to the individual and the situation