In a time when compliance regulations are becoming more and more nuanced, knowledge testing isn’t enough. Risk and Compliance teams must now focus on and demonstrate the impact of their training on the behaviour of their employees – and learner engagement is essential.
These slides are from a webinar held on 8th August 2019, with Eukleia’s Consulting Lead, Patrick Thomas, and LEO Learning’s Principal Learning Consultant, Kath Fleet, who explored how to build engaging compliance training that focuses on behaviours first, with measurement in mind. They looked at techniques that enable you to prove the impact of your training on the culture of the organisation and the front-line behaviours that result from this.
Discover more here: https://eukleia.com/2019/07/16/webinar-how-to-create-engaging-compliance-training/
19. MARKET
CONDUCT
● Market
Conduct
● Information
Barriers and
Confidentiality
● Competition
Law
PROTECTING
INFORMATION
● Cyber
Security
● Data
Protection
FIGHTING
FINANCIAL
CRIME
● AML and
Fraud
● ABC and Tax
Evasion
● Sanctions
● Conflicts of
Interest
● Individual
Accountability
Regime
● Whistleblowing
● Code of Ethics
RISK
● Operational
Risk
CONDUCT &
ETHICS
The real world: Stories that cut across content groups
20. END
SCENARIO
Story structure and spaced learning
MARKET
CONDUCT
PROTECTING
INFORMATION
FIGHTING
FINANCIAL
CRIME
RISK
CONDUCT &
ETHICS
Information Barriers
and Confidentiality
content
1 scenario to reinforce
learning
Follow up scenario on
Information Barriers
and Confidentiality
Consequences of
earlier scenario
decisions affect what
happens in this
chapter
21. Getting it into your HEAD:
Spaced learning in the
flow of work
22. Campaign launch in team/social
space to encourage discussion &
sharing
Content released episodically.
‘Cliffhangers’ drive curiosity
Momentum sustained through nudges and
resources posted to team/social spaces
30. Can you confidently say that you
currently measure the behavioural
impact of your compliance training?
❏ Yes
❏ No
Polling question
31. Building the chain of evidence
Engagement
Knowledge, skills
& attitudes
Performance
Behaviours
Business Change
Has the learning
landed?
Has learning taken
place?
Have the performance
behaviours changed?
Has business
performance
improved?
Learning delivery Learner Change and
Performance
Business Impact
32. Link learning design to measurement
Have they
learned it?
What do people
need to learn?
Are people
doing that?
What do people
need to do?
Did they
complete it?
What training
is required?
Was the goal
achieved?
Business goal
Learning Design
Measurement
35. Sources of evidence for measurement
Engagement
Knowledge, skills
& attitudes
Performance
Behaviours
Business Change
● Access info
● Logins by month
● Completion rates
● Re-visits
● Time using
resource
● Drop out info
● Popularity of
learning pathways
● Service utilisation
(externals)
● Search information
/ search failures
● When are no-
shows occurring?
● Upfront diagnostics
(including 360)
● Post intervention
online assessments
(immediate & after
3 months)
● Marked work
(forms, reports)
● Peer assessment
● Demonstration
● Confidence
measures taken
after every
intervention
● User surveys
● Manager surveys
● Interviews (in
manageable
numbers)
● Surveys of coaches
and mentors
● User observation
● Service user
feedback (net
promoter score)
● Activity monitoring
software
● Performance
tracking
● Business Metrics &
KPI’s
● Profitability,
Growth,
Productivity etc.
● Improved staff
retention
● Regulator feedback
● Faster turn-around
times
● Money saved by
new approach
● Money saved by
outcomes
