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Construction

BMD
Onboarding eLearning Module, 2021

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1. What was the objective?

Running consistent, high-quality inductions at their head office became increasingly difficult for BMD. So, they partnered with us to get it online. Our objective was to create an online induction program that was accessible, engaging and full of the crucial information new employees needed to know. We also wanted to retain the warm welcome and connection that’s generated during in-person sessions.

2. How did we do it?

Together with BMD, we designed and built an eLearning module covering a range of topics, including BMD’s history, their values and what career progressions can look like with them. ‘Family’ is a core value at BMD, so we incorporated several videos from executives (including one of their founders) to drive home the ‘welcome to the family’ message. We also included many interactive elements to engage new employees and help land key pieces of information.

3. How was it integrated and what were the results?

The program is currently housed on BMD’s LMS, allowing people leaders to guide employees in accessing it at the right time. New employees can complete the Onboarding eLearning Module anywhere – on desktops, laptops, tablets, and smartphones.

BMD
Global Core Induction, 2021

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1. What was the objective?

BMD has a wide range of worksites with thousands of onsite personnel (employees and sub-contractors). The objective was to create a one-stop eLearning module for new personnel to complete that would cover the key policies, instructions and responsibilities they were required to know before going onsite. As users would be completing the module on different devices, the learning needed to offer a seamless, mobile-friendly experience.

2. How did we do it?

BMD provided us with base information on eight topics – from the organisation’s values to their risk management tools and site expectations. With this, we designed the module in Adobe Captivate, utilising infographics, interactive elements and quizzes throughout – balancing both engagement and accessibility.

3. How was it integrated and what were the results?

The Global Core Induction is housed on BMD’s LMS, allowing them to share and monitor the module with both employees and sub-contractors. With the integration of this core induction, personnel can save time getting site ready. BMD can also be confident that all personnel have committed to best-practice behaviours and know what support is available and how to get it.

Built.
Graduate Program, 2020 – Ongoing

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1. What was the objective?

Each graduate required a structured pathway to support the human-centred skills needed to be effective in their roles. The core skills required to be built were problem solving, complex thinking, self-awareness, time management, priority management and resilience.

2. How did we do it?

Through a series of design-thinking sessions, we shaped the graduate journey and the required skill to be developed at each stage of the journey. Each of the blocks of learning were linked back to one of the Built core values and supported through a learning loop. The graduate journey was made up of workshops, mentoring, experiential activities and project-focused work.

3. How was it integrated and what were the results?

The learning loop was a series of learning interactions that went over two months to effectively round out each topic. This approach allowed us to measure the real work impact of each piece of learning and hear the graduates’ stories through a video diary they filmed after each application of learning. This also gave us the ability to give instant feedback to each graduate.

Carlisle Homes
Capability Development, 2019

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1. What was the objective?

Over the course of a 12-month professional development cycle, we worked towards improving the capability of leaders and team members using a range of workshops that targeted a specific set of skills. These skills were in line with the business needs and the latest data out of the World Economic Forum’s ‘skills for the future’.

2. How did we do it?

Carlisle Homes professional development approach meant employees could opt in or be nominated by their leader to attend workshops. Each workshop focused on core skills like critical thinking, mindset and adapting to change, data-driven decision-making and innovation. The workshop formula was activity-based and used real work case studies to give a reference for applying the learning.

3. How was it integrated and what were the results?

The learning was integrated through the use of post-workshop application tasks. The main impact was seen in the improvement of Carlisle Homes’ data culture, with each leader being able to make more informed choices when making decisions.

Carlisle Homes
CLE Job Readiness program, 2021

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1. What was the objective?

Client Liaison Executives (CLEs) at Carlisle Homes play a vital role in the complex process of building a home. So, new CLEs have a lot to learn. The aim of the eight-week Job Readiness Program was to provide an engaging e-learning experience that inducted new CLEs and prepared them with the knowledge and skills they needed to perform confidently in their role.

2. How did we do it?

Throughout the program, we guided new CLEs through weekly modules on different topics, covering essential tasks and processes. The program was supported by interactive elements, interview videos, quizzes, infographics, and animations (of an exemplar CLE) that linked each topic together.

3. How was it integrated and what were the results?

CLEs were required to begin the program on their first day. It was an online, self-guided journey that included prompts for them to take action in the workplace (e.g., check in with their Team Leader). This allowed new CLEs to learn at their own pace and supported Team Leaders in tracking CLE training.

ICON
Technical Learning, 2021

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1. What was the objective?

​ICON wanted to deliver technical training in a smart, engaging and easily accessible way. Often, technical learning can involve long complex documents and reading. For this project, it was to be re-imagined in a way that enticed learners to complete it and kept them engaged when doing so.

2. How did we do it?

We created an engaging and informative video that could be shared across the business. To do so, we worked through the scripting process using Subject Matter Experts to talk us through the technical elements and content. Following this we filmed speakers and areas under construction on-site at an ICON building. Finally, to bring this to life, in the video editing stage we added extra context and detail with animated diagrams and infographics – to land the technical detail in a user-friendly way.

3. How was it integrated and what were the results?

The video was launched to the ICON business. The simple video format allowed the information to be accessed at any time, and the content was digestible and transferable. It brought technical learning to life, whilst maintaining integrity of the detail.

Multiplex
Career Essentials Program, 2020 – 2021

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1. What was the objective?

Multiplex wanted to revive their Career Essentials Program – starting with a framework that showed the journey through the program and its relationship to signature events, online courses, virtual workshops and application tools. This would primarily support the development of graduates and newer employees across three years.

2. How did we do it?

Through a series of design-thinking sessions, we shaped the Career Essentials journey and the key skills to be developed at each stage of the journey. Existing learning offerings were mapped to these key skills and we reimagined signature events across the program. These events highlighted the development priorities at each stage, and showed participants how to leverage tools like the Team Management Profile.

3. How was it integrated and what were the results?

With Covid affecting delivery of what were originally in-person events, we pivoted to an online model. Partnering with a specialist organisation, we designed experiences that made use of engaging, online experiential activities. Online debriefing and drawing out key themes was also worked into the program, as well as support tools for peer-to-peer learning and 1:1s with managers.

Multiplex
Managing People the Multiplex Way, 2020

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1. What was the objective?

To create an interactive online course that helps first-time managers (and managers new to Multiplex) understand what’s expected of them, to further develop their leadership effectiveness. The online course features a cross-section of talented Multiplex managers in videos where they share their experiences, challenges and insights about what it takes to be a successful people manager. This sits with a diagnostic tool for the user to rate themselves against the criteria made explicit in each video.

2. How did we do it?

We worked with Multiplex to journey map the online course in relation to eight key capability areas they had identified from data taken from business research. It involved shooting and editing videos, and the development of diagnostic tool that delivers a report on each manager’s key capability areas (and priorities for development). The online course involved the integration of sophisticated technology to tally results, and connect them to reporting features (including a personalised PDF).

3. How was it integrated and what were the results?

The feedback about this course validates that it addresses a real need and provides an effective solution for capability development. Managers who have completed the course are gaining a solid understanding of what’s expected of them as people managers and are identifying areas they can focus on. The way this course has been designed, and the technology used, means it will age well and can be returned to for reflection and continuous learning numerous times.

Multiplex
Operational Learning, 2020

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1. What was the objective?

As a largescale construction business, Multiplex wanted to create a suite of online modules to showcase Operational Learning. The first focus for this area was on concreting – with six concreting-specific modules to be developed. The learning was to have a creative flare, that maintained the Multiplex brand and tone of voice, whilst still delivering the technical details.

2. How did we do it?

Working closely with Multiplex, we developed a range of multimedia assets to bring life and engagement into the concreting content. As each module was written by Multiplex subject matter experts, we reviewed and edited ­– ensuring that they were as engaging as possible and held a consistent tone. After each module content was signed off, we then built the multimedia, which included – technical illustrations, animations to show processes and annotated videos as explainers. We worked with a broad range of media types throughout the modules to avoid repetition, and also allowing us to choose the type of media that best suited the information being shown.

3. How was it integrated and what were the results?

Multiplex built the modules into their Learning Management System, using the media elements we created and edited content. They were then launched to the entire business, which was hugely successful. They received an overwhelmingly positive response to the quality and creativity of the content, with the number of enrolments for the modules exceeding their expectations.

Multiplex
Safety Induction, 2019 – 2020

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1. What was the objective?

Safety at Multiplex is the highest priority, so this induction module needed to convey its importance and make sure that every new employee understood this. This module’s aim was to articulate the national approach to Health and Safety at Multiplex and how each person, regardless of their role, should be able to speak up about safety and feel safe at work.

2. How did we do it?

Over 18 months, we worked with a range of stakeholders to fully understand and produce a safety induction as an interactive video experience. We determined that a ‘choose your own adventure’ style of learning was the best approach to drive home the importance of sound decision-making when it comes to safety.

Using Multiplex team members, we shot videos for the module across four different states in different on-site locations. This gave many people across the business a moment to shine and an opportunity to convey an authentic safety message. A strong focus on co-creation with Multiplex’s Subject Matter Experts throughout the scripting process ensured that the right technical elements influenced design.

3. How was it integrated and what were the results?

The module was rolled out on the Learning Management System and was supported with a promotional trailer that came out ahead of release. We also developed a ‘one pager’ featuring key messages that could be downloaded on completion. Multiplex team members were invited to complete the module, so they could see their fellow co-workers in ‘movie-making action’, and all new team members completed ‘Health and Safety at Multiplex’ as part of their onboarding.

Multiplex
Online Course Development, 2018 – Ongoing

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1. What was the objective?

The ongoing development of content for the Multiplex Academy supports the self-selection of learning for all Multiplex employees. The comprehensive content offer allows employees to select the learning that applies to them, matched to the skills they need to develop. The course offerings cover core leadership skills like coaching and feedback right through to self-regulation skills like mindfulness and breathing strategies to manage stress.

2. How did we do it?

Using a combination of videos and tools, we created an action-based learning formula that has an instant impact. Each short course focuses on a micro-skill that can be easily applied using the supporting tool. The short course formula is specific and targeted and focuses on the application of ‘one skill’ each time, rather than being too broad.

3. How was it integrated and what were the results?

The content is continuously being rolled out. Each time a virtual workshop is run, it is supported with short courses for additional learning and depth.

Multiplex
Virtual Workshop Development, 2019 – Ongoing

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1. What was the objective?

Virtual Workshops are used to build the core capabilities of each employee at Multiplex by targeting the exact skill that needs to be developed. This targeted approach means that the right people are in the virtual classroom and the learning is relevant for the role they play in the organisation. The virtual workshops have focused on core skills like time management, relationship building and influencing.

2. How did we do it?

Using a two hour window, we targeted a skill and delivered learning designed to improve that skill. Each workshop was co-created through a of series of design-thinking sessions to test each piece of learning and the overall approach. Each session was then rolled out using a range of facilitators who best suited that topic and could provide the real-world expertise on its application.

3. How was it integrated and what were the results?

The virtual workshop approach has been integrated across the organisation for some time and sessions are always booked to waitlist capacity. The use of actionable tools allows us to see an instant impact of the learning when employees are back on the job.