Construction

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.

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.