I have been tasked with building a course that focuses on 5-6 company policies managers should know. Ugh. Any suggestions on making something like this engaging? Any suggestions would help fuel the creative juices.
definitely scenario-based for each policy with branching results... what happens if you follow, what happens if you don't? less text more imagery. see if you can incorporate a consistent manager character for all policies.
Here are a couple links that may help you get started. While a couple of them are focused on Compliance training, I think Policy training is quite similar so you should be able to find what you're looking for:
Great resources linked above. But be aware there is a trap we sometimes fall into.... over designing.
Always ask the key question "What do you want them to be able to do with the xyz (policies)". If the answer is nothing, we just want them to be aware of them. Then it might be appropriate to design the simplest, least time consuming/evasive training possible for your learners. And move on to another project where investing extra creativity will have an actual return.
We all strive to make the most engaging and delightful training possible. But sometimes the answer involves holding your nose and just producing something simple and quick that doesn't waste people's time.
One other thing we've recently taken on is a series of job aids / quick guides for specific tasks starting with the most complex. Coupled with short videos to explain things that the policy doesn't describe well, this toolkit is showing a lot of promise. Nothing to record as completion (in most cases) and it's in a format that connects with the policy but also gives folks a one or two sheet guide / worksheet / table to put to direct use.
Folks don't read policies cover to cover (most don't) and those that do won't retain every detail. Providing tools to bridge the know <> do gap is a lot better than trying to shovel facts, details, and rules in with media.
+1 to Bob, and if you MUST design a course, make most of it what happens if policies are NOT followed. That can be comedic, and heightens the importance of actually following them.
I'm following. I'm designing H&S training (with no policies as yet!) for a non-profit. Gwen - Not sure how you feel about getting our heads together for a more in-depth chat on this to share ideas?
How about incorporating some stories in your course? The reason why I mention this is that listening to stories is a part of human nature and they are more likely to be remembered than dry corporate "Death by Powerpoint" presentations (I think a few of us have there..)
It may be of use to you to cull trade journals and the like for news items to highlight what when wrong when the policies in your course are not followed. Or, they can be used to illustrate why these policies were formulated in the first place.
This may assist in bringing non compliance with these policies from the realm of the abstract to real life.
Agree with @Roma, but in my experience the primary problem here is a culture clash - the ones who own the policies are the ones who value every word and phrase they have ever created, in full. At the end of the day, unless we, as IDs can explain to them HOW people learn and WHAT they actually need, in terms THEY value, we are going to be on a hiding to nothing in many cases for millennia to come.
I agree with Bob S, Steve and Graham. I produce a fair amount of compliance/policy training and would recommend function over form - stick to the salient policy points, bring in real examples of consequences of non-compliance from your organisation if possible, provide a link to the policy itself for download and test knoweldge at the end with scenario-based questions. Get through the whole thing in 10 minutes, 15 max. With 5/6 policies you are asking busy people to spend over an hour out of their day looking at policies, multiply by the number of people in your organisation that is a lot of man hours so keep it short & sweet.
Sometimes the best compliment is the "that wasn't as boring/long/tedious as I thought it would be"! Save the whizzy creative stuff for another project...
Ugh, I feel your pain, and also how you're expected to write 'training' on policies. Training them to do what? That would be my first question. If the policy involves instructions of some kind, focus on that. Giving an overview of what the policy says, include that too. But I would focus on making it as painless as possible for the poor people having to do the training (i.e. make it short and pretty).
Agree with Bruce about the policy writers valuing their words, although there are occasions when this is NOT just a cultural issue, but a legal one, where the policy is born out of legislation.
The words themselves can sometimes be important if an issue ever comes to court, where, say, an injured employee sues the company.
The company's defence may be weakened if you're not careful with saying exactly the right thing.
Wow, the community comes through again. Thank you all for the comments and recommendations. It has been a year and I still haven't gotten to this training yet. Other priorities pushed it back. I think I'm starting again soon, and with lots to help me along. Thanks everyone. You're the best.
Melanie, if you're still out there. Let's connect.
14 Replies
definitely scenario-based for each policy with branching results... what happens if you follow, what happens if you don't? less text more imagery. see if you can incorporate a consistent manager character for all policies.
Hi Gwen,
Here are a couple links that may help you get started. While a couple of them are focused on Compliance training, I think Policy training is quite similar so you should be able to find what you're looking for:
Hope that helps!
Hello Gwen,
Great resources linked above. But be aware there is a trap we sometimes fall into.... over designing.
Always ask the key question "What do you want them to be able to do with the xyz (policies)". If the answer is nothing, we just want them to be aware of them. Then it might be appropriate to design the simplest, least time consuming/evasive training possible for your learners. And move on to another project where investing extra creativity will have an actual return.
We all strive to make the most engaging and delightful training possible. But sometimes the answer involves holding your nose and just producing something simple and quick that doesn't waste people's time.
Yes - to Bob's suggestion!
One other thing we've recently taken on is a series of job aids / quick guides for specific tasks starting with the most complex. Coupled with short videos to explain things that the policy doesn't describe well, this toolkit is showing a lot of promise. Nothing to record as completion (in most cases) and it's in a format that connects with the policy but also gives folks a one or two sheet guide / worksheet / table to put to direct use.
Folks don't read policies cover to cover (most don't) and those that do won't retain every detail. Providing tools to bridge the know <> do gap is a lot better than trying to shovel facts, details, and rules in with media.
+1 to Bob, and if you MUST design a course, make most of it what happens if policies are NOT followed. That can be comedic, and heightens the importance of actually following them.
I'm following. I'm designing H&S training (with no policies as yet!) for a non-profit. Gwen - Not sure how you feel about getting our heads together for a more in-depth chat on this to share ideas?
Hi Gwen,
I feel your pain...:)...moving on..
How about incorporating some stories in your course? The reason why I mention this is that listening to stories is a part of human nature and they are more likely to be remembered than dry corporate "Death by Powerpoint" presentations (I think a few of us have there..)
It may be of use to you to cull trade journals and the like for news items to highlight what when wrong when the policies in your course are not followed. Or, they can be used to illustrate why these policies were formulated in the first place.
This may assist in bringing non compliance with these policies from the realm of the abstract to real life.
Hope this helps
Pete
hi all- maybe a good thing to do is follow cathy moore's action mapping technique.
policies beckon this kind of learning technique..
l would also design lots of games, so there is a reward for thinking.. lol
last summer i created hundreds of policies for state certification for louisiana for a mental health facility.. i know the quandry you're in..
lots of luck
Agree with @Roma, but in my experience the primary problem here is a culture clash - the ones who own the policies are the ones who value every word and phrase they have ever created, in full. At the end of the day, unless we, as IDs can explain to them HOW people learn and WHAT they actually need, in terms THEY value, we are going to be on a hiding to nothing in many cases for millennia to come.
I agree with Bob S, Steve and Graham. I produce a fair amount of compliance/policy training and would recommend function over form - stick to the salient policy points, bring in real examples of consequences of non-compliance from your organisation if possible, provide a link to the policy itself for download and test knoweldge at the end with scenario-based questions. Get through the whole thing in 10 minutes, 15 max. With 5/6 policies you are asking busy people to spend over an hour out of their day looking at policies, multiply by the number of people in your organisation that is a lot of man hours so keep it short & sweet.
Sometimes the best compliment is the "that wasn't as boring/long/tedious as I thought it would be"! Save the whizzy creative stuff for another project...
Policies should be taken depending on essential environment or anything requirements.
Ugh, I feel your pain, and also how you're expected to write 'training' on policies. Training them to do what? That would be my first question. If the policy involves instructions of some kind, focus on that. Giving an overview of what the policy says, include that too. But I would focus on making it as painless as possible for the poor people having to do the training (i.e. make it short and pretty).
Agree with Bruce about the policy writers valuing their words, although there are occasions when this is NOT just a cultural issue, but a legal one, where the policy is born out of legislation.
The words themselves can sometimes be important if an issue ever comes to court, where, say, an injured employee sues the company.
The company's defence may be weakened if you're not careful with saying exactly the right thing.
Wow, the community comes through again. Thank you all for the comments and recommendations. It has been a year and I still haven't gotten to this training yet. Other priorities pushed it back. I think I'm starting again soon, and with lots to help me along. Thanks everyone. You're the best.
Melanie, if you're still out there. Let's connect.
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