The truth is, somehow we\u2019ve made a strange leap from subject matter to delivery method and it\u2019s done some serious damage to compliance\u2019s reputation. There\u2019s a reason compliance training gets a bad rap – and it\u2019s literally because of this rule.<\/p>\n
New Rule: Compliance Can Be Fun (seriously!)<\/strong><\/h3>\nSo instead of boring training, consider how you can inject life, flavour and fun into your learning experiences. How can you make the subject matter memorable and accessible to the person when they need it most? Ask yourself: \u201cHow can I make my compliance training engaging, interactive and interesting?<\/em>\u00a0\u201d<\/em><\/p>\nRule 2: Compliance training immediately makes people competent<\/h1>\n
When it comes to reducing risk, this rule is rather risky. Namely, because it\u2019s entirely incorrect and continues to be perpetuated throughout the L&D industry. A common scenario is serving up some mandatory training or elearning. The learner does said training and POOF!<\/strong> they\u2019re compliant. Sure, they\u2019re compliant on paper, but that\u2019s really all you\u2019re going to get from the training if this is the only learning experience you provide.<\/p>\nSingle learning experiences do not change behaviour. And that\u2019s because it\u2019s very rare that a single learning intervention is used to solve a complex learning challenge. We know it does not work. So we ask you, why are we letting compliance training fall through the cracks when it\u2019s arguably the most important of all?<\/p>\n
New Rule: Blended learning is better<\/strong><\/h3>\nTake a pragmatic approach to your compliance training and combine a diverse range of learning-rich experiences including classroom training, elearning, mentoring, virtual live training, webinars and more. Spread these experiences over a period of time and watch your risk rates rapidly decline.<\/p>\n
Rule 3: Completed learning leaves us risk-free<\/h1>\n
This one sticks around like a bad smell. We know how it\u2019s come about. An organisation has legally mandatory training to deliver to their employees. Their Compliance or Risk Managers rightly need a way to evidence that training has been delivered, just in case they ever get audited. So L&D fixates on the completion, the act of doing the training, and somehow confuses that with knowledge acquisition and application.<\/p>\n
Because compliance training is typically measured by attendance or \u2018completions\u2019, we\u2019ve started to believe that the completion is evidence that learning took place and indeed that the employee will be able to apply that learning in the workplace.<\/p>\n
Hello Captain Obvious. That\u2019s not how learning works. Just because someone clicked through an elearning module, or sat in a classroom for a day, does not mean that they\u2019ve learned something. This is a dangerous place for us to be, particularly when trying to tackle subject matter as significant as resuscitation or first aid.<\/p>\n
New Rule: Make space for application<\/strong><\/h3>\nSomeone undertaking learning doesn\u2019t ensure learning transfer or indeed guarantee that they are going to be able to recall the knowledge when they need it. So rather than focusing on completions to minimise risk, explore how you can extend your compliance training into a programme that allows opportunities for application on the job and makes use of mentorship and managerial support.<\/p>\n
Rule 4: Compliance training makes people confident<\/h1>\n
Imagine this as a scenario.<\/p>\n
You\u2019ve attended a really engaging first aid training course as part of your compliance training at work. You pay attention within the session and feel like the experience was meaningful, memorable and useful. You leave feeling like you know how to deliver CPR to someone should they ever need it. <\/em><\/p>\nA few months pass, and one day you\u2019re in the office kitchen. It\u2019s after hours and a handful of people are burning the midnight oil. Suddenly one of your colleagues collapses. You intervene and desperately try to recall what you learned in the classroom. You can recall some of it, but having only ever practised on a dummy three months ago, you don\u2019t feel very confident undertaking CPR. You call an ambulance and wait. <\/em><\/p>\nThis is a realistic example of how we deliver compliance training at the moment. If we\u2019ve broken rules 1-3, it\u2019s likely that the training your people received was engaging, practical and memorable. So why aren\u2019t they comfortable with applying the skills they learned in the classroom?<\/p>\n
Because they aren\u2019t confident in their skills and haven\u2019t ever used them in a real-life example.<\/p>\n
New Rule: Regular refreshers are essential<\/strong><\/h3>\nIf we want our people to feel comfortable, confident and competent in using their newly acquired skills, we need to ensure those skills remain fresh and front of mind. We also need to make sure that they have chances to explore and execute these skills in as many on-the-job situations as possible.<\/p>\n
Explore how you can use virtual experiences, VR or even experiential learning to help support their learning and make sure you are touching base with these skills quarterly so that they have ample opportunities to retain information and apply it.<\/p>\n
Turning risk into opportunity<\/h1>\n
There are so many reasons why our compliance training isn\u2019t effective. But one thing is for sure, breaking the rules above is a sure-fire way to start tackling the rising risk challenge in your organisation and better connect with your people.<\/p>\n
So don\u2019t wait to seize the opportunities risk is giving us by taking the biggest risk of all: challenging the status quo. Trust us, your audiences will thank you.<\/p>\n
Rule 2: Compliance training immediately makes people competent<\/h1>\n
When it comes to reducing risk, this rule is rather risky. Namely, because it\u2019s entirely incorrect and continues to be perpetuated throughout the L&D industry. A common scenario is serving up some mandatory training or elearning. The learner does said training and POOF!<\/strong> they\u2019re compliant. Sure, they\u2019re compliant on paper, but that\u2019s really all you\u2019re going to get from the training if this is the only learning experience you provide.<\/p>\n Single learning experiences do not change behaviour. And that\u2019s because it\u2019s very rare that a single learning intervention is used to solve a complex learning challenge. We know it does not work. So we ask you, why are we letting compliance training fall through the cracks when it\u2019s arguably the most important of all?<\/p>\n Take a pragmatic approach to your compliance training and combine a diverse range of learning-rich experiences including classroom training, elearning, mentoring, virtual live training, webinars and more. Spread these experiences over a period of time and watch your risk rates rapidly decline.<\/p>\n This one sticks around like a bad smell. We know how it\u2019s come about. An organisation has legally mandatory training to deliver to their employees. Their Compliance or Risk Managers rightly need a way to evidence that training has been delivered, just in case they ever get audited. So L&D fixates on the completion, the act of doing the training, and somehow confuses that with knowledge acquisition and application.<\/p>\n Because compliance training is typically measured by attendance or \u2018completions\u2019, we\u2019ve started to believe that the completion is evidence that learning took place and indeed that the employee will be able to apply that learning in the workplace.<\/p>\n Hello Captain Obvious. That\u2019s not how learning works. Just because someone clicked through an elearning module, or sat in a classroom for a day, does not mean that they\u2019ve learned something. This is a dangerous place for us to be, particularly when trying to tackle subject matter as significant as resuscitation or first aid.<\/p>\n Someone undertaking learning doesn\u2019t ensure learning transfer or indeed guarantee that they are going to be able to recall the knowledge when they need it. So rather than focusing on completions to minimise risk, explore how you can extend your compliance training into a programme that allows opportunities for application on the job and makes use of mentorship and managerial support.<\/p>\n Imagine this as a scenario.<\/p>\n You\u2019ve attended a really engaging first aid training course as part of your compliance training at work. You pay attention within the session and feel like the experience was meaningful, memorable and useful. You leave feeling like you know how to deliver CPR to someone should they ever need it. <\/em><\/p>\n A few months pass, and one day you\u2019re in the office kitchen. It\u2019s after hours and a handful of people are burning the midnight oil. Suddenly one of your colleagues collapses. You intervene and desperately try to recall what you learned in the classroom. You can recall some of it, but having only ever practised on a dummy three months ago, you don\u2019t feel very confident undertaking CPR. You call an ambulance and wait. <\/em><\/p>\n This is a realistic example of how we deliver compliance training at the moment. If we\u2019ve broken rules 1-3, it\u2019s likely that the training your people received was engaging, practical and memorable. So why aren\u2019t they comfortable with applying the skills they learned in the classroom?<\/p>\n Because they aren\u2019t confident in their skills and haven\u2019t ever used them in a real-life example.<\/p>\n If we want our people to feel comfortable, confident and competent in using their newly acquired skills, we need to ensure those skills remain fresh and front of mind. We also need to make sure that they have chances to explore and execute these skills in as many on-the-job situations as possible.<\/p>\n Explore how you can use virtual experiences, VR or even experiential learning to help support their learning and make sure you are touching base with these skills quarterly so that they have ample opportunities to retain information and apply it.<\/p>\n There are so many reasons why our compliance training isn\u2019t effective. But one thing is for sure, breaking the rules above is a sure-fire way to start tackling the rising risk challenge in your organisation and better connect with your people.<\/p>\n So don\u2019t wait to seize the opportunities risk is giving us by taking the biggest risk of all: challenging the status quo. Trust us, your audiences will thank you.<\/p>\nNew Rule: Blended learning is better<\/strong><\/h3>\n
Rule 3: Completed learning leaves us risk-free<\/h1>\n
New Rule: Make space for application<\/strong><\/h3>\n
Rule 4: Compliance training makes people confident<\/h1>\n
New Rule: Regular refreshers are essential<\/strong><\/h3>\n
Turning risk into opportunity<\/h1>\n
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