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How the design and delivery of your training program matters

How the design and delivery of your training program matters

Ever attended a training program that didn’t flow or in which you felt confused or bored?  Instead of being inspired by the content and taking in new information, you’re watching the clock and wishing that people would stop dragging out the day by asking questions so you could just get out of there?

If that sounds familiar, then it probably had nothing to do with the subject matter and a lot to do with how the training program was designed and delivered.

Let’s face it, your staff may not always be excited about attending training either. The reality is that most organisations need to train staff in subject areas that are business crucial and at the same time are perhaps considered dry or technically focused.

How do you ensure the information is transferred in a way that  your staff will gain the intended value?
This is one of the most common problems we hear about.
25 years of designing and delivering training have taught us to successfully transfer knowledge or skills to the learner – regardless of the content –  the design and delivery of a training program needs to be:

  • Straight-forward and easy to remember
  • Engaging and relatable
  • Enables the learner to leave knowing how to apply what they have learnt into their everyday role.

We asked one of our lead instructional designers, Penny Salazar about the value of instructional design.

What turns complex or mountains of content into impactful training that works?

“An instructional designer’s job is to focus on outcomes and put learners at the centre of the training experience. Our job is to build engaging learning activities and develop ways for learners to practice skills in a way that is as close to real life as possible. Combine this with an excellent facilitator, and it is a recipe for something magical.”

So, how can you evaluate your program design to see if it will create an awesome training experience before you commence training?

We always start by looking at the purpose of the program, or learning outcomes. Some programs need to equip learners with the knowledge and skills they need to do a specific job, whilst other programs focus on cultivating new or improved ways of thinking.  This might be to drive business or culture improvements, such as an increased focus on workplace diversity and inclusion.  We ask “What do we want learners to DO / BE / ACT as a result of the training?”  This provides the roadmap to check off against both during, and at the end of the design process.

How do you make sure people retain and use the knowledge beyond the training program?

Organisations want to know that their investment in training is going to have an impact beyond the training session. If your program is all theory information and content without giving people the context – a ‘why’ for being there – then it’s unlikely your training is going to be sustainable. Our program design gives a big focus on the “why” – because when people get the importance of how the learning can impact their role (and life) at a personal level – they ‘own’ the learning experience.   We also focus on how the design of the training motivates learners to apply what they’ve learnt into their day to day work life so learning outcomes and positive habits become the “new way” of getting things done – and that’s what training is all about.

In summary, if you ever receive feedback like ‘boring’ or ‘didn’t understand’ look at your instructional design first – it makes all the difference towards achieving the outcomes your organisation wants, and just as importantly – gives learners a really enjoyable experience.

Want more information on how we can help design bespoke or customised programs you can own, email us info@safetydimensions.com.au

 

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Want to talk about instructional design?

We can partner with you to find the right solution for your training needs be it bespoke, customised, tailored or off the shelf.

Check out range of programs which can be customised, tailored or 'off the shelf'

Find out more about how we can instructionally design a program that meets your needs – call us on 1300 453 555.

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The link between WHS & your bottom line

The link between WHS & your bottom line

Evidence shows that organisations who invest in health and safety culture have a competitive advantage.

A study published in the Journal of Occupational and Environmental Medicine looked at the financial growth of public companies that scored highly in the Corporate Health Achievement Award (CHAA) nominations. The CHAA awards recognise the healthiest, safest companies and organisations in North America and aim to raise awareness of best practices in workplace health and safety programs.1

As part of their application for the awards, organisations presented trend data showing a reduction of health risk, health-cost savings, or other impact on the business as a result of their safety, wellness, and health programs as well as their leadership and management culture.

Using this data, researchers took the top 17 performing companies and created stock market investment scenario, analysing the period spanning 2001 to 2014, using a hypothetical investment of $10,000.

The results?

Companies who did well in health and safety performance achieved a 333% return, compared to the stock market (S&P 500 index) return of 105% during the same period.

Even in the lowest-performing scenario, the CHAA companies achieved a 204% return, compared to an S&P return of 105% during the same period.

This research may have also identified an association between companies that focus on health and safety and companies that manage other aspects of their business equally well.

The modelling suggests that organisation that invested significantly in health and safety programs can outperform other companies in the marketplace.


REFERENCE:
Tracking the Market Performance of Companies That Integrate a Culture of Health and Safety: An Assessment of Corporate Health Achievement Award Applicants. Journal of Occupational and Environmental Medicine. January 2016 – Volume 58 – Issue 1 – p 3–8 doi: 10.1097/JOM.0000000000000638.

Ready to transform your safety culture?

Learn More About Our Foundational Behavioral Safety Program

Focusing on shifting individual attitudes and mindsets regarding how safety is viewed in the workplace, this program also teaches new skills and knowledge to embed behaviour change at an individual and organisational level.

Find out more and download the course outline below or call us on 1300 453 555.

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You’ve got the tools, training and systems…but how do you capture hearts & minds?

You’ve got the tools, training and systems…but how do you capture hearts & minds?

One of the most difficult things about creating a strong safety culture is engaging the hearts and minds of everyone in your organisation to take ownership of safety – regardless of their title or job function.

Even with excellent systems and processes and an understanding your legal obligations – as behavioural specialists – we know if people really don’t perceive their actions could cause harm, changing their behaviour is very hard.

In addition to great systems and processes, whether in the Learning and Development area or Safety, you need to focus on 4 areas to shift safety culture, or implement any change process. These are 4 vital areas that underpin any attempt to shift behaviour.

They are:

Without your organisation having these 4 areas working together to engage the hearts and minds of supervisors, managers and leaders – they will say the same thing over and over, and incidents will keep repeating over and over. Neglecting any of those 4 areas is at best case, a recipe for frustration and fear – and in the worst case could lead to injuries and potential fatalities.

Think about the statements below – are they being driven by Values, Beliefs, Mindset or Attitude?

  • It won’t happen to me?
  • It will be quicker to do it this way?
  • I will get in trouble if I stop
  • I’ve always done it this way
  • Wrap me in bubble wrap why don’t you
  • Someone else will handle what I just saw
  • Phew! close call but we got there

It’s almost guaranteed that if you have put all the tools and systems in place and you’re not getting improvements in your safety/ leadership culture or safety statistics – then it’s a failure for your organisation to engage Values + Beliefs + Mindset + Attitude.

There is also one more critical factor that supports this – role modelling.
If as a leader, you don’t embody the attributes that you want to see in your people and ‘walk the talk’ – changing others is impossible.

Thankfully shifting VBMA’s, (and therefore Hearts and Minds) doesn’t have to be difficult – it can be done en-masse with a well-structured training program.

It is because of this understanding we work with leaders on the Hearts and Minds before cascading any safety leadership program throughout an organisation.

To find out more about a bespoke Hearts and Minds program tailored to your organisation’s challenges and potential click contact us here.

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Learn More About Our Foundational Behavioral Safety Program

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this program also teaches new skills and knowledge to embed behaviour change at an individual and organisational level.

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Workplace to support domestic violence survivors with additional leave

Workplace to support domestic violence survivors with additional leave

In a landmark decision 3 weeks ago, the Full Bench of the Fair Work Commission decided to provide five days’ unpaid leave per annum to all employees (including casuals) experiencing family and domestic violence  which is defined as violent, threatening or other abusive behaviour by people who are, or have been in an intimate relationship.

Whilst the final model will be released 1 May, it does signify a significant change in Australian employment awards.  In their ruling, the Full Bench introduced this change by saying:

  • Almost 2.2 million Australian women have experienced family or domestic violence, or 1in 4
  • Domestic and intimate partner homicides represent the highest proportion of any category of homicides in Australia.
  • At least one woman a week is killed by a partner or former partner.
  • Family and domestic violence is the leading contributor to death, disability and ill-health among Australian women aged between 15 and 44.
    See sources for statistics here.

Fair Work also acknowledged such violence not only affects those who suffer it, but the children who are exposed to it, extended families, friends and work colleagues.  The commission also acknowledged that while men can, and do, experience family and domestic violence, such violence is a phenomenon that disproportionately affects women. This leave will be open to all.

Whilst the final model will be released on 1 May, in addition to updating company policies and informing all your Managers, we see this as an opportunity to further highlight this issue through education.   It is important to remove any stigma regarding domestic violence, the causes and impact, and importantly inform staff as to the support available through this significant change.

We encourage Work Health and Safety and Learning and Development departments to align this change to an education campaign to continue to raise the profile of this serious issue and help reduce those alarming statistics.

For more information on the ruling, click here.

SOURCE

Summary: https://www.fwc.gov.au/documents/sites/awardsmodernfouryr/2018fwcfb1691-summary.pdf

Full Decision: https://www.fwc.gov.au/documents/decisionssigned/html/2018fwcfb1691.htm#P668_52257

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Enter The WorkSafe Victoria Awards

Enter The WorkSafe Victoria Awards

The role that all Victorians can play in making workplaces safer will be highlighted at the 2018 WorkSafe Awards. Entries are now open for the 30th edition of the awards, with those who strive to improve workplace health, safety and wellbeing encouraged to nominate.

WorkSafe Chief Executive Clare Amies said the awards theme –  ‘Play your Part: Celebrating 30 Years of What Matters Most’ – was a reminder that workplace safety was everyone’s concern. “Last year 27 people lost their lives as a result of a serious incident in Victorian workplaces,” Ms Amies said.

“This toll is the highest since 2009, but is far more than a number. It means countless family members and friends missing loved ones, workplaces devastated by the death of a colleague and local communities left with a gap that can never be filled.”

“These awards honour employers and workers who are making safety in the workplace a priority, and those who do everything they can to help injured workers return to safe work.”

You can nominate yourself or nominate someone else for a prestigious WorkSafe Award.

The categories for this year’s awards are:

  • Health and Safety Invention of the Year
  • OHS Achievement
  • Best Solution to a Specific Workplace Health and Safety Issue
  • Best Solution to a Manual Handling Issue
  • Health and Safety Representative of the Year
  • Commitment to Workplace Health and Wellbeing
  • Worker Return to Work Achievement
  • Leading Return to Work Practice by Employer
  • Return to Work Coordinator Excellence.

You can find out what the judges are looking for in each category here https://www.worksafeawards.com.au/judging-criteria/

Nominations are open to all Victorian-based employers and workers.
Entries close 31 May 2018. Winners will be announced at a Gala Dinner at Crown on 18 October.

For more information go to https://www.worksafeawards.com.au


Press Release http://www.worksafenews.com.au/news/item/649-entries-open-for-the-30th-annual-worksafe-awards.html

 

 

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