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There are 5 core modules for the course:

1. Embedding the Values
2. Feedback Principles
3. Giving Feedback
4. Receiving Feedback
5. Conclusion

Each module has 2 to 5 topics. Each topic will have around 30 minutes of content time and some topics will have scenarios, storytelling, instructional videos and toolkits added on. Learners don't have to complete topics and modules all at once, they can do half then come back to it at a later time.

There will be further optional reading and interactivity for each module to allow the learner to expand there learning if they wish to do so. Each module will be released with a timetable on when each module should be completed by.

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'A learning persona is a fictional profile of a learner who is due to take a digital course or programme.' (Module 3, Analysis & Definition, Lesson 1: Learning Personas). You design a learning persona by gathering information about specific learners, analysing the information, writing the personas and then implementing them. The Learning Personas cover who they are, there main goals and drivers, barriers to learning, perception of digital learning, there preferences and technology considerations.

The learning personas for this project are taken from three different sections in the business - the office, the factory and the field. The personas represent the huge variance between job roles throughout the business. I have selected these three because no matter where you are based in the business, feedback is essential. A feedback culture needs to come from the top down through all sections of the business.

The Learning Personas tell me that the course will need to have an Asynchronous learning approach due to the restricted access to computers for the factory and field workers. The Personas also tell me that the learners need to see the purpose of the course and it will need to be engaging to take time out of there busy schedules to participate. This is why I will be using Multimedia eLearning resources as the core, alongside scenarios & storytelling, instructional videos and toolkits for future proofing.

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The learning outcomes were developed based on the SMART rule:

1. Specific - to become competent and effective in how to give and receive feedback
2. Measurable - When the learner feels comftable giving and receiving feedback.
3. Achievable - by the end of the course learners will have achieved the knowledge and power they need to give and receive feedback
4. Relevant - all employees will come across feedback challenges in their roles.
5. Timely - by the end of the course, the learner will be able to give and receive feedback to colleagues in all levels of the business.

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Digital Learning Institute (2022) Module 2 Design Principles Lesson 2 Learning Outcomes & Bloom's Taxonomy

Digital Learning Institute (2022) Module 1 Digital Learning Options, Lesson 1 Digital Learning Options, Blended Learning

Design for How People Learn (second edition), Julie Dirken Page 67-68 How Sophisticated should your learner be?

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I have decided to do an Asynchronous approach to learning for this course. Asynchronous learning is also called self-managed or self-directed and it is learning that the participants engage with independently.

This approach will allow learners to access eLearning materials at there own pace at any location. This approach was decided by the learning personas and learning outcomes.

1. eLearning Materials - learners can access content from multiple locations, at there own pace, and when they have access to a computer.

2. Scenarios and Storytelling - learners can watch scenarios of giving and receiving feedback, and then have a chance to pick and choose the outcomes.

3. Instructional Videos - watch tips on giving and receiving feedback, how to respond and dealing with different reactions.

4. Quizzes and assesments - learners will be quizzed on knowledge learnt from the course.

5. Toolkits - Podcasts, Webinars and general useful information which will always be available and updated

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The macro design, mapped out to show the end to end learning experience

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The content to be covered, mapped out in a modular framework. An Asynchronous learning program designed to teach new and current employees across all sections and levels of the business. To be delivered via Multimedia eLearning resources as the core, alongside scenarios & storytelling, instructional videos and toolkits for future proofing.

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The way we are communicating with each other across interdependent business units and teams tends to be transactional and only when we needed something.

To develop high performing teams we need to open up lines of feedback and more meaningful communication, as historically feedback has only been given when there is something negative to say.

There is a need to sustain the change as a culture shift as previously it has not stuck. When new starters come into the business they will need to go through the training, it will become the new way of working.

Developing communication to encourage high performance and drive efficiency on our Great Place to Work journey.

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Business Opportunity - Develop skills in Seeking & Giving Feedback

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Business Opportunity - Develop skills in Seeking & Giving Feedback

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Develop a Feedback culture across the UK Businesses utilising a standardised methodology aligning to our values and GTPW journey, imbedding the methodology and culture within our People processes and development activity.

The senior leadership team at G's have put together 17 strategic imperatives for the business to work towards - this project will focus on #3: Develop skills in seeking & giving feedback.

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1. The learner will be equipped to deliver constructive based feedback, adapting their style based on the recipient, learnt from tools in the course.

2. The learner will be able to utilise Radical-Candor principles and methodology to develop a G’s way of approaching feedback.

3. The learner will be capable of giving feedback across all levels and peers in the business.

4. The learner can demonstrate the ability to positively receive and react to feedback and understand how to action it when required

5. Implement the learning from this course to sustain a feedback culture within their team and the broader business.

The outcomes will be demonstrated immediately following the course and learners will be encouraged to work with their manager to define measurable changes in their working practise.

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The target audience, depicted by learning personas

The Task
To propose an eLearning solution to 'Developing a Feedback Culture' for all employees at all levels within the business.

Who are my target audience?
Employees across all levels of the business, including factory and field workers.

What are their learning needs?
To be able to give and receive feedback across all levels in the business.

What are their digital learning perceptions?
Some employees are complete novices to eLearning, some have experienced it in the business or in other businesses.

What are their accessibility considerations?
Office staff have access to their computers all the time, factory and field staff have limited access and may need to be set up with a computer in order to complete the training.

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The reason the training is needed, and the required learning outcomes.