Portfolio Examples

Below are a few portfolio examples to help you understand the breadth of support we have previously provided

Avanti

Mentoring Programme

As part of Avanti West Coast people strategy, we were commissioned to implement a mentoring programme. This would involve working closely with their training & development teams to develop a mentoring strategy and build a mentoring network by identifying and training suitable mentees & mentors.

Partners:

Design & Delivery was a collaboration between The Wright Learning and A Matter of Choice

Our objectives were to design, deploy and embed a mentoring programme to support their People Strategy. Develop the skills of the senior leadership team as mentors and support, engage and develop underrepresented management populations

We were also asked to include mentoring & mental wellbeing support to the mentors. Provide mentoring guides and support materials to help with the sustainability and align the look and feel of the programme to the Avanti brand – Spark

We achieved all of the above and developed 128 Mentors and an initial 200 mentees via three cohorts over an eight-month period.

What made this even more impressive was that due to COVID it was all done online via Zoom.

The evaluation and feedback evidenced that not only was it a fantastic development experience for both mentees and mentors, raising their competence and their self-confidence, but also delivered a return on investment for Avanti.

91% of participants said “they had enjoyed and benefited from participating in the mentoring programme.

Using the Lean ROI evaluation, we saw a 34% rise in personal performance

Cohort 1 returned a 46:1 ROI
Cohort 2 returned a 100:1 ROI
Cohort 3 returned a 221:1 ROI

ITM Power

World leaders in Green Hydrogen technology

To support ITM Power's expansion into new global markets, it became apparent that compliance training was required to support and protect their employees as they source and negotiated contracts around the world.

Partners:

TNA & Storyboarding: The Wright Learning

eLearning Design: Trainer Bubble

LMS: Trainer Bubble

ITM Power's ask of us was to procure an appropriate e-learning partner, to provide an eLearning solution, to support ITM’s new Anti-Fraud & Bribery policy and relaunch of their Code of Ethics.

Working closely with ITM's Head of Learning and Compliance team we scoped their requirements and storyboarded an initial outline.

Then taking this outline and using the Wright Learnings network of partners, we selected Trainer Bubble to pitch their portfolio of eLearning products to ITM as examples of what they could offer.

Impressed by Trainer Bubbles portfolio and professionalism ITM commisioned them to develop a 60-minute eLearning session covering:

ITMs Code of Ethics
Anti-fraud and bribery policy
Hospitality & Gifts policy
Speaking Up policy

All supported with an end point assessment

We also engaged Trainer Bubble to provide a ITM with a Learning Management System (LMS) to host and manage the reporting of the eLearning.

ITM continued relationship with Trainer bubble, is evidence of the success of our brokerage model for clients

Mental Health & Wellbeing

COVID-19 turned our world upside down, challenged our belief, values, purpose and also impacted on our life plans. Therefore its not surprising that this can effect our mental wellbeing.

We helped many organisations looking to support their employees through these difficult times.

Partners:

Mental Health Expertise: A Matter of Choice

Design: The Wright Learning

Delivery: A Matter of Choice & The Wright Learning

Working alongside our strategic partner A Matter of Choice, we addressed this need, and complied to social distancing, by designing 60 & 90-minute Zoom sessions. These provide tools and techniques to help people manage their own mental wellbeing by helping them to:

Become more self-awareness
Understand why we all see things differently
Recognise their stress triggers and resulting behaviours
Our tips and techniques to implement small changes to positively effect their mental wellbeing

These sessions have received excellent feedback and have now been delivered to a number of organisations.

Embed HR Policies & Procedures

New attendance agreement signed between management and national union, deployed via a cascade approach.

A year on sick absence was on the increase, and there was a poor

application of procedure and process by their managers

Partners:

Design: The Wright Learning* &

Trainer Bubble*

Delivery: Internal co-delivery with QA

Our objectives were to help reduce current sick absence levels by understanding the root causes for managers' poor application. Identify and put in place solutions to address these, whilst also raising the competency and confidence of line managers in managing attendance.

We designed and facilitated attendance review workshops with key HR stakeholders, union representatives and various levels of managers. Our aim was to:

• Identify reasons behind the poor sick absence performance

• Barriers to managers applying the policy.

• Use HR Specialist to deal with myths, excuses and clarify process and procedure

• Showcase training and support currently available. Identify gaps and agree additional requirements.

We used the outputs of these workshops, to review and update all current training and support materials. We then built an online attendance training needs analysis tool and designed a series of bite-size attendance training sessions, good practice videos and help guides.

As a results of our activities managers were able to access more focused development. This raised managers' confidence and competency, as measured by the increased number of informal discussions and attendance interviews that were now being undertaken.

The hard measure was a 1.5% reduction in sick absence over the next 12-month period = £1.2m cost avoidance.

Enhancing Managerial Capability

Following bench-marking exercises with similar levels of managers in other organisations and a limited trial of numerical, logic and verbal reasoning exercises. It was identified that the long service and internal promotion approach of this organisation had resulted in a high number of middle managers with low academic qualifications and IQ.

This led to the belief that this could impact on the future organisational growth and success.

Partners:

Assesments: Talent Q

Design: Invigor8

HB440

The Wright Learning*

AZUL Consultancy

Delivery: Partners trained the companies in house trainers

Print Services: Paragon

Qualification & Apprenticeship alignment: QA

Our objectives were to review and raise the capability of the organisation’s operational management by assessing, developing, replacing and recruiting new managers. An additional objective was to reduce their current 40% turnover of externally recruited managers in the first year.

We consulted with key stakeholders across the organisation to establish competency requirements. Met with externally recruited managers and reviewed manager exit surveys to establish specific training gaps, as well as reasons for leaving.

We worked with assessment specialists and Unions to identify and agree an appropriate assessment criteria.

We designed a twelve-week induction programme based on a blended approach of classroom facilitation, online learning, shadowing, static and dynamic coaching; divided into four key stages:

• Knowing our business – Strategy, customers, competition, marketplace, challenges, unions…

• Job-skills – Functional specific technical training; systems, processes, standards…

• Setting you up to succeed – Performance management, coaching, conflict management…

• Readiness for role – Shadowing, in-role supervision, competency sign off

To support the programme and measure its effectiveness we designed a robust evaluation framework, including knowledge tests, reflective feedback and a PIR process.

To facilitate the successful deployment we recruited and trained a mix of internal and external trainers

As a result of the activities we undertook, the initial internal assessment process identified a percentage of managers with low IQ (numerical and verbal reasoning), that could be impacting on their personal performance. This resulted in conversations regarding reallocation of roles, individual development plans and some managers opting to exit the organisation.

The recruitment and training of external managers being successful with feedback and evaluation data from their 12-week induction were all positive.

Externally recruited staff attrition was reduced by 20%

We later tweaked the programme framework for use with that year's Graduate intake

We also mapped the content from the 12-week induction to a Level 5 Operational Managers Apprenticeship standard and CMI L5 Qualification.

Utilising the Apprentice Levy

Organisation was paying in excess of £20 million into the Apprenticeship Levy, whilst also spending an additional £10 million on direct operational training & development.

Partners:

Design: QA

The Wright Learning*

Qualification & Apprenticeship alignment: QA,

Our objectives, where practical, were to align current training requirements to apprenticeship standards, to be able to draw down costs against the levy and provide employees with recognised qualifications.

We liaised with key stakeholders to review operational training requirements and current offerings.

We worked with training suppliers to map organisational content against apprentice standards, identify additional content requirements and supplementary qualifications.

As a result of our activities, Apprenticeships are now in place at level 2, 3, 4 & 5 aligned to the skills, behavioural and technical needs of the organisation.

We also mapped the content of the level 4 & 5 apprenticeship content against additional specific management qualifications.

If utilised fully the projected draw down from the levy over the two-year apprenticeships would be approximately £9 million, achieving a net saving of £19 million to this organisation.

Deployment of New Technology

To remain competitive in its markets and deliver on its customer expectations, this organisation needed to increase its scanning, tracking and in-process functionality.

This meant replacing its ailing handheld Personal Digital Assistants (PDA) infrastructure.

Partners:

Design: The Wright Learning*

Animation Design: The Moment

Delivery: QA

Programme Management: The Wright Learning*

Our objectives were to manage the design and deployment of training to 100,000 operators on a new PDA and finger scanner, without impacting on continuity of performance and customer service.

We worked with IT suppliers to understand the new hardware and software. We liaised with key stakeholders to identify and map all the individual tasks and processes and partnered with a supplier to develop a series of instructional animated videos. We designed training and coaching materials to support face to face workshops.

We renegotiated the contractual trainer day rate with their managed supplier, reducing it by 30% for deployment of this programme. We trained a mixture of internal and external trainers to deliver the programme.

We provided analytical weekly training budgets and deployment reports to track progress against targets.

As a results of our activities, over 100,000 delegates (managers and operators) were trained by a blend of external trainers, internal trainers and a network of Workplace Coaches.

The training programme was deployed to time with over 80,000 delegates trained in its delivery function in under 6-months, with minimal impact to customer experience and business scorecards.

The training programme was also deployed under budget, primarily as a result of the reduced external trainer rate we negotiated.

Learning Curriculum Review

This organisation had continuously added to its learning portfolio, to the point that the curriculums for each audience had become bloated, confusing and no longer fit for

purpose.

Partners:

Design: Invigor8 and The Wright Learning*

Print Services: Paragon

Deployed via customers LMS

Our objectives were to streamline the offering, make it more end-user friendly and focused on the operational needs and current challenges of that organisation.

We met with functional and operational experts to understand their business scorecard challenges, whilst also reviewing and categorising all current available training.

We worked with their learning administrative department to reduce the current offering by removing products that were out of date, or has not been accessed in over a year. We also identified gaps and where appropriate, designed or commissioned new solutions.

As a result of our activities we produced a full, revised learning portfolio and a set of business focus curriculums.

We then proceeded to design and distribute hard copy versions to 6,000 managers and HR Business Partners.

We also designed and uploaded electronic versions onto their Learning Management System (LMS).

Prior to the launch of the revised portfolio and curriculums, we developed and deployed an online communication strategy via webinars, Whats-App messages, video and email.

The organisation now has a more streamlined learning portfolio. 6,000 managers have functional job specific learning curriculums and HR Business Partners have a tool to support them with the development of their people.

They were also showing an increased engagement in self-initiated learning by individual managers.