Posted on 27th November, 2017 by Heather Moorhouse
Our latest webinar ‘How blended learning can alleviate challenges in the retail sector’ was hosted by LEO Learning Account Director, Sophie Ryde, and Jane Daly, Head of Strategic Insights at Towards Maturity. In the session we examined some of the challenge areas that the retail sector faces and took a look at the ways that blended learning programmes are perfectly suited to help.
The webinar focussed on the unique needs of retail learners including onboarding and induction, leadership development and apprenticeships, and how blended learning can help retail organisations create real business transformation. Sophie and Jane highlighted the impact that content curation can have on the learner experience, and used real-world client examples to explain how to measure the impact of learning effectively.
The webinar concludes with an interactive questions and answers segment. The attendees asked some great questions during the session, which have been shared below.
Q1) Are the requirements of apprentices unique to this generation or are the lines across all generations blurring?
Jane Daly: Really good question, and the lines are definitely blurring across all generations. When we did our study with apprentices they were from all industries, based globally, and from all age ranges, and what is really interesting is that there was absolutely no data to suggest that there is a difference in the requirements of apprentices depending on their generation. From a data science perspective we are finding this to be true of all data throughout L&D, and that it is especially true of apprentices.
Sophie Ryde: There are best practices that we can learn from the study of that group that we can apply across wider audiences as well so it’s possibly not just apprenticeships that would benefit from this. That is why multi-audience creation for content is the way to go. You’re not making your job harder, but looking at more opportunities to leverage the content you already have for the widest audience.
Q: How do you measure the effectiveness of the learning? Do you promote testing or observational assessment?
Jane: It all depends on what has been agreed by the senior teams and upon relating it back to competence. This is different across different roles and industries, but one way to measure competence is to find the best performing people in certain areas and ask ‘how do we know they’re doing the best job? What does it look like? Who determines this? How do we do that?’. There might be two or three managers there observing and deciding whether people are performing, and determining what good performance looks like, and then working that back to decide which type of testing or assessment is most appropriate for measuring performance based on the context.
Sophie: Absolutely, and it’s also about the subject that you’re wanting to test them on. When we develop content we’re always thinking about the success factors and the measures of that success when we’re building it. We’re always thinking about the future and the things that we want to impact on the back of that learning. If you’re qualifying them upfront and you’re stating the you would like to see this, this and this, then you can go back and measure it. Measuring is harder if it’s an afterthought, but if it is built into blended solutions then you can state what outcomes you want to see in advance, qualify them upfront and measure whether that has been effective. So you could do either – you could test with observational assessments as part of a blend, and the menu of a blend could look quite different depending on the kind of impact you want to have on the organisation you’re working for.
If you missed the webinar or would like to watch it again, you can head over to our resources page for the recording.