#L1S1

Whoops! I forgot to do this bit: @learningtechuk.bsky.social. Letting them know the recap is here. Done ✅ #L1S1 #LT25UK

I should also say that Dipesh @dipeshmistry.bsky.social & Thembi @thembiwatt.bsky.social also covered the Mandatory Training session. They’ll be using LinkedIn for their recaps so if you’re looking for more (or want to make sure that I did in fact cover all the things) check them out. #L1S1 #LT25UK

Q2: How to boost retention when the topic is boring?

A2 (Jonathan): By keeping focused on need to know. But also using real world scenarios. Regardless of how dry there is always a story. Focus on the stories to bring things to life. Make it emotive and relatable.

#L1S1 #LT25UK #MicDrop 🎤

A1 Caroline (same question): By starting with what the regulator, legislation or policy say you absolutely have to cover and the questions you want people to be able to answer at the end of the training. Everything else is fluff or nice-to-have - not necessary. #L1S1 #LT25UK

Q1: How did they get content owners to reduce time to 20mins?

A1 Jonathan: By getting them to focus not on what they WANT learners to know but what the learners NEED to know and supporting with a microsite or extra resources shared at the end of the course.

#L1S1 #LT25UK

In the final few mins we open the floor for questions. Someone just has to be brave enough to speak up #L1S1 #LT25UK

The group now gets time to think about the 5 things Andrew shared and which of those things in their own contexts is getting in the way. They can chat about this in small groups and the air is now lively and full of interesting discussion. I’m listening in & convos are juicy 👀 #L1S1 #LT25UK

And also …
3. Systems processes & technologies - Are they there and good enough?
4. Skills, Behaviours and Attitudes of the learning function. - Do they understand explicitly the skills required?
5. Culture - The way things are done and not done and how this can help or hinder?
#L1S1 #LT25UK

What are the 5 things …
1. Strategy, aims and objectives - Are they clear, transparent and consistent?
2. Structure and relationships - Do the role required for the change exist within the organisation, and are the right people in those roles?
#L1S1 #LT25UK

Andrew Jacobs at the front of the stage sharing his 5 things that get in the way of effecting change. Andrew is dressed in a navy blue blazer, peach coloured shirt and black trousers and is standing in front of the 2 chairs on stage.

And now Andrew @andrewjacobslnd.bsky.social has the floor. He’s sharing his own (incredible) model of 5 things that routinely get in the way of people being able to effect strategic change in this way. Here he is doing his thing. I’ll reveal the 5 next. #L1S1 #LT25UK

They also moved to biennial completion where there was no legal requirement for it, and set up a series automated alerts for those missing deadlines. The first alert alone drove an amazing 11% in completions overnight. #L1S1 #LT25UK

They tailored the learning to allow users to test their knowledge up front. How well they answered determined how much of the course they had to complete. They also put a review in place to look at questions most answered wrong & determine why, as well as questions too easily answered #L1S1 #LT25UK

Once they had done that they were able to focus on making the learning more interactive and adaptive. Some team members made their career in the bank. Doing the same training in the same way year after year was not a good experience. They wanted to change the way things worked #L1S1 #LT25UK

A photo of the “results” slide shared in the session. The slide showed that Lloyds Banking Group managed to cut their mandatory training curriculum by 45% and free over 19,000 hours of team productivity. It also shows that Lloyds Banking Group now has the lowest mandatory training across the industry.

So what was the result? They managed to cut their mandatory training curriculum BY ALMOST HALF, freeing up over 19,000 hours of productivity for their team. Lloyds Banking Group also benchmarks and knows that what they have achieved is industry-leading compared to other large banks #L1S1 #LT25UK

They also put a rule in place that any training that did meet the definition of being mandatory had to be limited to 20mins in length. I was honestly gobsmacked at this point. It was a real mic drop moment! 🤯 #L1S1 #LT25UK

They also built a microsite to make clear what mandatory training was, what was mandatory, why those specific pieces of training were mandatory and why it was important for people to complete it. This did not exist before and was a clear gap that needed to be plugged. #L1S1 #LT25UK

So what did Jonathan and Caroline do next? They tightened requirements on what was defined as mandatory. If something was not a regulatory legal or policy requirement or had a high risk to safety it didn’t meet the definition for being mandatory. End of. #L1S1 #LT25UK

After that they surveyed the learners themselves to uncover their thoughts on mandatory training. In good news 74% of those surveyed rating the training highly for quality. But 48% of colleagues thought the training was too much & 47% of colleagues thought the training was too long. #L1S1 #LT25UK

The first thing they did was engage with those who created the existing training to understand the basics. They asked what the course covered, who has to do it, why it has to be done and whether it was a regulatory, legal or policy requirement. #L1S1 #LT25UK

When Jonathan and Caroline picked up the remit for mandatory training they had to seriously think about how they could streamline the curriculum, improve the colleague experience and offer choice. It was a massive challenge as they were trying to reshape the way people thought #L1S1 #LT25UK

What’s the starting point? At Lloyds Banking Group colleagues were spending 38hrs and 29mins on mandatory training and people were spending 4-5hours every quarter completing their mandatory requirements. Content duration ranged from 45 to 60 to 90 mins in length. Whoa! #L1S1 #LT25UK

Before we even jump in, we’ve also been told that all of us attending are a SUPER HARDCORE bunch because we’re in this session over the lunch break. Here for it. I have always considered myself to be very hardcore. #L1S1 #LT25UK #OnBrand

The 5Bs
Curious to see how this flipchart will be used in the #WomenInLearning session #L1S1 #LT25UK
Benchmarking
Being BOLD
Building Bridges
BREAKING Barriers
BEYOND

And happy to see the lovely Andrew Jacobs @andrewjacobslnd.bsky.social chairing the session. I’ve given him my biggest smile. Hugs later (he’s on stage) #L1S1 #LT25UK

Session leaders Caroline and Jonathan sat on stage.

It’s being presented by Caroline McCarthy who leads the Learning, Change and Design function at Lloyds Banking Group and Jonathan Gray, Change and Design Manager also at Lloyds Banking Group. They have both worked for the bank for around years. Each. Blimey! And here they are! #L1S1 #LT25UK

Next up I’m covering Mandatory Training Reimagined across the lunch break. In the world of #DEI where I spend most of my time, mandatory training is always a hot topic of discussion so I put my hand up for this session so fast. I was super keen. #L1S1 #LT25UK

We're off to a great start - free bumblebees for all
#L1S1 #LT25UK
#WomenInLearning