Cambian Achieves excellence with e-learning

by | Feb 2, 2012 | Articles

Practical lessons from award winning Cambian Group to deliver widespread adoption and excellent results.

What happens when pressure within your sector, the high cost of face-to-face training and a lack of consistency in company training threatens to blunten your commercial responsiveness?

Cambian’s response was to throw its all into Achieve – a tailor-made e-learning strategy – that would meet head-on the company’s major constraints, and produce impressive results.

Through careful consultation, Cambian ensured that Achieve closely matched workflow and current systems. Importantly, heart & minds of staff were won over, which resulted in greatly improved training, greater working efficiency and an enhanced system for reporting outcomes. A win-win situation!

Cambian, together with partner Information Transfer, picked up the 2011 eLearning award for Widespread adoption.

Download the story below and discover how Cambian

  • Listened to stakeholders (P4)
  • Identified champions   ( P4)
  • Aligned with workflow and infrastructure   (P5)
  • Think as marketers  (P5)
  • Tested the water first (P7)
  • Delivered results (P10)

Top tips to take away

If you don’t have time to download the full story, here are the top tips from Cambian to help you ensure that e-learning becomes widely adopted into the organisation:

1.    Establish the business need for e-learning, and why traditional classroom learning wasn’t sufficient
2.    Be aware of the challenges of rolling out technology in a care environment

Devise a strategy to go about winning hearts and minds, including:

3.    Conduct consultations to ensure that stakeholders are listened to and that major needs and issues are understood and incorporated into the final design
4.    Identify e-learning champions and how to use them most effectively
5.    Ensure that the system is kept simple and the content relevant to the work environment
6.    Make sure that communication and marketing strategies work to convey message and win people over
7.    To ensure staff get a sense of familiarity and localisation with the e-learning, ensure that the content uses in-house terminology and is integrated with offline activities
8.    Take time to implement the e-learning using a phased-in pilot, where user experience can be evaluated, and changes made
9.    Interview managers approx 10 weeks post implementation to understand the operational impact of e-learning
10.    To ensure that e-learning becomes embedded into an organisation, it is critical to provide on-going communication and change management support to staff.

This case study was developed as part of Towards Maturity’s Good Practice Partnership with e.learning age Magazine and the E-Learning awards. It was originally published in the Dec/Jan 12 Edition of e.learning age.

This case study has been independently investigated and developed by Towards Maturity as part of our Good Practice Partnership with eLearning Age and the eLearning Awards. It was first published in eLearning Age Magazine in 2012.

Related downloads

Compare your L&D strategy with the Towards Maturity Learning Health Check

Compare your L&D strategy

Review your L&D strategy to discover your strengths and opportunities for improvement with the Towards Maturity Learning Health Check.

Featured content

The Great Training Robbery

The Great Training Robbery

According to research published by Harvard Business School (HBS), organisations across the globe are experiencing ‘The Great Training Robbery’ because the correct conditions and culture for learning are not in place. People are not ready and willing to change, and ultimately learn.

La Vie en Rose, does seeing ‘life in pink’ matter?

La Vie en Rose, does seeing ‘life in pink’ matter?

Learning can be defined in many ways, but most psychologists would agree that it is a relatively permanent change in behaviour that results from experience. The three major types of learning described by behavioural psychology are; classical conditioning, operant conditioning and observational learning. In order for learning to stick and becomes the new normal, all three types require self-driven will. Therefore, how people view the world through their lens matters.

Featured

The Great Training Robbery

The Great Training Robbery

According to research published by Harvard Business School (HBS), organisations across the globe are experiencing ‘The Great Training Robbery’ because the correct conditions and culture for learning are not in place. People are not ready and willing to change, and ultimately learn.

La Vie en Rose, does seeing ‘life in pink’ matter?

La Vie en Rose, does seeing ‘life in pink’ matter?

Learning can be defined in many ways, but most psychologists would agree that it is a relatively permanent change in behaviour that results from experience. The three major types of learning described by behavioural psychology are; classical conditioning, operant conditioning and observational learning. In order for learning to stick and becomes the new normal, all three types require self-driven will. Therefore, how people view the world through their lens matters.

Our Supporters also influence Towards Maturity's Health Check and research, providing insights on future trends and practices that should be investigated.

Pin It on Pinterest