Capability 1C1 Great Western Railway (gwr) Defining Learning Outcomes
Download 2.18 Mb.
|
- Navigate this page:
- Values
- Knowledge Transfer Learning Pathways
- GWR – Feedback from pilot and changes made
- Improvements In Feedback
- Overall Rating
| LAMBETH
Learning outcomes were defined through a DISCOVERY phase working in collaboration with Lambeth. This included: Programme Objectives – Lambeth provided us with a set of objectives and outcomes for the programme. Stakeholder Meetings – met with stakeholders to understand what the outcomes were and to ensure they were tangible and specific Benchmarking – based on Lambeth’s leadership framework we conducted 360 degree feedback to benchmark where the managers were against this to obtain training needs to feed into the learning outcomes Values – linked Lambeth values into the learning outcomes as real and tangible things Learning outcomes were met through a programme that included: Series of 8 different workshops based on the outcomes were created Based on the 360 results managers were placed on the respective courses based on their specific training needs Managers had access to MTD’s online management academy (50 management videos, checklists, audios) Weekly email management tips 
Knowledge Transfer Learning Pathways – managers created an ongoing action plan of how they were applying the learning back in the workplace – these were reviewed monthly Feedback forms – asked each manager to complete what they are going to do differently Post-programme 360 feedback – Increase in scores of 17% demonstrated learning was being put into action Engaging Training We initially classed the first 3 workshops as “incubators” to evaluate how engaging our ideas and approach were and if they were pitched at the right level. To ensure the training was engaging we:
Engaged the managers before the workshop with emails and communications to include pre-course objectives, agendas. Pre course text messages as reminders leading up to the workshop. Pre-course work – we engaged with the managers before each workshop. They needed to complete pre-work – this got them involved. Delegate numbers limited to 15 on each workshop so they were personal and interactive Real life case studies were used to bring the learning to life and to make it real Workshops included Multi-media, videos & role plays 1C2 GWR – Feedback from pilot and changes made We ran a pilot with Great Western Railway, to trial the content within Workshop 1 entitled “From Vision To Reality” with a sample group drawn from the 350 managers due to be involved in the programme Feedback Received Overall the feedback received was very positive in terms of the workshop meeting the learning objectives outlined, usefulness of the materials provided and delivery style of the training team. However we did receive some feedback with regards to how the content and key topics covered during the day could be streamlined in order to further improve the learning experience. Comments from the delegates included: “Some of the content was quite fast paced, and as a result time for reflection and note making became quite minimal.” “Maybe have a bit more “free discussion” time, especially given the level of management involved.” “Quite a lot to cover in the day.” “Possibly more interactive session with technology but perfectly good the way it was.” “Can we have an e-copy of each course notes and slides?” We also received the following feedback from the key stakeholders involved in the programme: “Whilst we felt the pilot went very well today, with lots of participation from the managers and good feedback from all those we spoke to, we do feel that the timings for the session need to be adjusted slightly in order to allow more time for the DISC activities as managers really bought into this methodology. We would also recommend reducing some of the group activities or removing them altogether to allow groups more time for facilitation discussion and idea sharing.” Changes Made Following this feedback we: Removed some of the group activities from the agenda for Workshop 1 and embedded these within Workshop 2 Allocated further time to the main DISC profiling activities within the day Allowed further time for group discussions, idea sharing and note taking Included more multi-media content within the training slides to help bring the content to life for the managers Provided digital copies of all content via the programme website after each workshop Improvements In Feedback We then received further feedback from the delivery of Workshop 1, specifically around the design and delivery of the content and materials, and the improvements from the pilot to Workshop 1 can be found below:
Workshop 1 
Overall Rating: 4.7 out of 6 
Overall Rating: 5.7 out of 6 Galliard Homes– Feedback from pilot and changes made We ran a pilot with Galliard Homes, to trial the content and structure of their 5 modular programme with a sample group of 25 managers due to be involved in the programme. Each module was originally to be delivered as a 4-hour session, and each manager would receive 2.5 days consecutive training. Directory: wp-content -> uploads -> 2016 2016 -> 2017 afoCo Landmark Scholarship Program 2016 -> Instructions for the Preparation of Camera-Ready Contributions to the Conference Proceedings 2016 -> Step student Scholarships for Year 10-13 2016 -> The united church of canada 2016 -> Idan raichel biography – May 2016 Brief Producer, keyboardist, Lyricist, composer and Performer Idan Raichel 2016 -> An introduction to centre’s interventions expanding access to justice 2016 -> Sanchar Shakti 2016 -> Unit analysis should help here. We want number of bananas 2016 -> The Autobiography of Elder Joseph Bates 2016 -> The Great Heat and the Rhode Island Deep Water Bay Scallop (Argopecten irradians) Fishery 1875-1905 Download 2.18 Mb. Share with your friends:
|