On Track is growing….

We are pleased and proud to welcome Paul Bateman to On Track Learning. Paul brings a wealth of experience in delivering projects on time, in budget and at quality.

Paul is a keystone in his role as Operations Director as we continue to grow and shoot for the moon in 2019.

Welcome on board Paul!

Learning Outcomes

Things have come a long way in Learning and Development since the 1960s.

But there is at least one thing that we have clung on to, here at On Track Learning, and that is Bloom’s Taxonomy.

In the early 1960s, as part of a wider study, Benjamin Bloom identified six hierarchical levels that can be applied to achieving learning outcomes.

Each level builds upon the previous one, making it easy to identify and apply the right type of learning to the right level of need.

For example, we need to know something before we can understand it, and we need to understand it before we can do it, and so the model continues up to the ability to evaluate.

This work is known as Bloom’s Taxonomy. It is the model we apply when writing learning outcomes, thinking about evaluation and deciding what media to select.

The table below provides an understanding of the model and how you can relate it to examples of learning media:-

So when we develop a programme you can expect us to have a wide range of learning media in mind before we understand your requirements to see if this mix suits your set up, audience and culture, for example.


Exploring Learning Requirements

Does your business actually need training?

Perhaps you have noticed that some things aren’t working as effectively as they should? Maybe some of your employees seem to be de-motivated? Whatever the reason, you may be thinking that something needs to change and training your employees more / better could be the answer.

Before jumping into solution mode, it would be good practice to start by exploring the learning requirements you have.

Here are some key considerations when thinking about the issues:-

What is the performance issue as you see it?

Who is involved?

Describe who is involved.

What are they doing now?

Describe what you want them to be able to do.

Identify Causes of the Gap

Qualify the value of the gap (What would be the effect of doing nothing?)

Generate solution ideas

Some hints when considering performance improvement for individuals or teams

Do they lack… knowledge and skills?

Can we make the task easier?

Were they once able to do it?

Have they got the capability to learn how to do this?

Do they lack… motivation?

Do they get insufficient feedback on performance?

If they do it right, do they suffer e.g. by being given more work?

If they do it wrong, do they benefit e.g. by being left alone?

Does it really matter to them?

Is there fear of failure?

Do workers lack self-esteem

Problems with…their environment?

Is there anything wrong with their environment, methods, equipment?

Are managers playing their part in helping people to perform?

Are stress levels high?

At On Track Learning we are skilled at doing this and have done so effectively for a number of our clients.

However, it may be worth you having a go yourself; if this is you, we do have a template which could be beneficial for you to use below.

Exploring Learning Requirements

Creating a Personal Development Plan

Have you ever been in the situation as a line manager when you need to inspire one of your team members to think about their personal development plan? Maybe you are struggling to pull your own personal development plan together?

Here are some useful work related questions that might help you to kick things off…

  • What has excited you at work in the past?
  • What would help you gain even more job satisfaction and will benefit you and the team/business?
  • Think outside of your role/team/office/business area – is there anything that really intrigues you?
  • What do you need to do to be the best that you can be in your job?
  • Is there anyone that has a similar job to you that you really admire? What could you learn to help you achieve what they achieve?
  • What gives you personal job satisfaction?

Also, here are some more personal questions you may wish to ask…

  • What motivates you?
  • What are your options to increase your motivation?
  • Where do you want to be in 5 years’ time? What do you need to do this year to help you get there?

In summary…

Personal development planning isn’t a process based on tasks and outcomes, it is an opportunity to understand how people tick and help them to achieve their goals and ambitions. The better you understand your people and their goals both in and out of work, the stronger your relationship will become.

As Richard Branson is quoted as saying, “Train people well enough so they can leave, treat them well enough so they don’t want to”.

10 Reasons to be using Video in learning

In this months edition of the Learning Technologies UK e-Magazine, issue 4, there is an excellent article by Tom Moore of Litmos Heroes.

Litmos Heroes and On Track Learning have something in common – we are on a quest to eradicate boring e-learning.

Here is an extract of Tom’s article:-

Did you know that video dominates your learners’ online activity outside of work? And that video duration has a major impact on the engagement of those viewers? The longer a video drags on, the lower its audience engagement, which is to be expected. However, what we find interesting is that videos under 1 minute still enjoy 80% viewer retention up to the 30-second mark, while videos 2-3 minutes in length still enjoy 60% retention.

This means your learners’ decision about how much of your training video they watch, is based on how long they think it will take to get the gist of it. Therefore, you don’t have to overload your production queue with short videos that compromise on learning retention and outcomes. No. It’s about quality.

In other words, 100% viewer retention is not the goal. Neither is virality. The goal is engagement from your target viewer, your learner. Still not convinced? Here’s ten reasons why video is one bandwagon you should jump on:

  1. Online video accounted for 74% of all web traffic last year.That’s three quarters of all web activity. Training cannot be impervious to the video adoption revolution. Hop aboard!
  2. 90% of information understood by the brain is visual, implying that video is more effective at conveying information and boosting memory recall (in other words, great for training).
  3. 78% of people watch videos online every week, with 55% watching every single day. Your learners are comfortable using video and likely already expect to see it in the workplace.
  4. The brain processes visual information 60,000 times faster and more effectively than text, capturing learners’ attention and holding it for longer.
  5. More video content is uploaded to the web in one single month than TV has created in three decades – folks really do love a video.
  6. 75% of business executives watch work related videos at least weekly – they’re already doing it without your involvement.
  7. 59% of senior executives agree that if both text and video are available on the same topic, they prefer
  8. 54% of senior executives share work-related videos with colleagues at least weekly.
  9. Video training is often much shorter than traditional training courses (like, five minutes vs fifty). This keeps learning bite-sized, consumable and maximises the short attention spans of your learners.
  10. The management and engineering consultancy Mott MacDonald used video training and increased engagement by 346%. (Yes really! Even we were impressed.) We know this isn’t quite an unbiased statistic (as they’re a client) but it’s true.

Organisations are seeing a huge impact on completions and engagement after including bite-sized videos into their training programmes.

We create videos. We create Interactive Videos, so the employee can access real time resources, view live web pages, link to You Tube clips, express their opinion, and more.

They do this whilst learning at their own pace in a format that, as Tom has highlighted, they love to use.

Develop learning outcomes linked to business goals,  decide how you will measure it and start using video now to achieve faster and longer lasting results.

On Track Learning welcomes Oliver Agency

It is great to be working with Oliver to develop a range of Interactive Videos to support the development of their employees at all levels.

Click the picture below to learn more about them:-

We expect to have around 25 Interactive Videos which will be available globally but used primarily by employees in the UK.

Interested in how Interactive Videos can help you or just wonder what they are? Drop us a line and we’ll give you the low down.

Over 30 Interactive Videos developed in the last eight weeks

We have been busy in the studio developing more and more Interactive Videos – all truly bespoke to a client’s needs.

We love the current trend to re-engage a learning audience who have been bored by  e-learning modules. We are making online learning that is more expressive, more memorable, more human and therefore more effective. One human learning from another….who would have thought it!!

Add to that a context and delivery that feels in house and relevant to the employee that they interact with to review up to date documents, models, news and views in an extremely cost effective way . It is proving to be a winner.

There is a place for the workshop, for the workbook and of course for e-learning along with all other learning media. But glueing all this together leaves a void that can be filled with a human interaction, guiding the way as you would in a workshop – and we not only create these bespoke for our clients but we do it in a way which is hitting the spot.

If your business has people in it who sag at the thought of their annual mandatory learning, or are numb to the same old monthly memo or newsletter, then you should get in touch to see how you can invest a little to gain a lot.

Here is an example of a skill drill we did recently for a new client. We produced a 90 second video to simply point the employee to some useful, free to use online content, saving the client time and money in the development of the bespoke learning:-

And you can embed the video the same way we have done here, so it is easy to access.

If you want to know more drop us a line.

On Track Learning welcomes JCB International

It is great to be working with JCB International to help their employees learn vital mandatory knowledge and skills.

JCB Co. Ltd. was established in 1961 as a pioneering credit card payment system to the people of Japan. From the very start it was focused on providing new opportunities built on the emerging needs and aspirations of its customers.

JCB International, part of JCB Co. Ltd, has subsidiaries and offices in approximately 30 locations in 20 countries and territories and is planning to further expand. Their highly experienced and skilled senior management team continues to work together with JCB Co. Ltd. to increase the value and stature of JCB as an international payment brand.

Learn more about JCB International here.

Although it is early days in our working relationship we are already finding working together to be straightforward and no nonsense, as we are both approaching the project in a forward thinking and like minded manner.

We are looking forward to a long and fruitful relationship that sees the return on investment good learning achieves.