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Stop the management population from not embedding learning

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T. Continue to promote self led learning.

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Start communicating feedback through all teams

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Managers need to be advocates of learning

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Specific learning:
Getting started with Inventory a good success, Core Optical day 1, iST modules, Customer Values pilots, ILM delegation module

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Start to educate our colleagues on what a blend actually is and how to exploit it

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Reliance on emails - Use alternative methods of instant communication

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continue to celebrate success and use case studies of what great looks like (albeit more and earlier)

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More contact to IST's in store, even on the phone / social media to recognise their role

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IST more management and being and advocation role than previous - Rename role to reflect this change?
Allowing the individual time in the week to complete the training - part of platinum employer
Encourage and enable all stores to make time for training - if the result is important, what are you going to do to
Meeting partners to engage them with the learning offer
Target poorest performing stores with the training offer
More pull than push with new starters / apprentices
Engage new starters immediately in the CDP to develop good behaviours

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Targeting the partners so they can implement in store from top down rather than directing at managers and IST as the partner isn't invested

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Stop

Don't move on until things have embedded. Don't just move on to the next shiny thing

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Learners to have the realization that informal learning is anything that improves their knowledge or skill, however it they gain the learning - through practice or assistance or cascaded knowledge

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Start getting into the public through leadership

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LPF to build a learning contract to ensure a vision established for what you can expect as a learner, what you can expect from your partner, what can you expect from L&D. Establishes any misunderstandings with perhaps when online modules should be completed

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Continue the Grow our own strategy but also support our BB D and Es

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stop back tracking with new ideas and initiatives - lets engage the right people at the start to help drive buy in

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More bespoke learning for leaders

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Getting people up to pace as quickly as possible without compromising quality and helping to improve productivity along the way

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Encourage our learners to network more, learn from their peers (example: Job shadowing, secondment etc). Promote this more and share success stories where this is already happening

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IST's - time is precious! their passion is encouraged, but they also need more support in store to develop plans for the L&D function they manage.

Also make use of other managers or partners to ensure IST training can be provided where numbers are low.

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Start creating a platform for store teams to be able to network and share ideas more frequently

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recognise what is working more effectively, recognise the work achieved, recognise the behaviours that work

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Stop using jargon - acronyms, 'VC', Virtual classroom' etc.

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Encourage store teams to step out of their comfort zone and role, cross functional working

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Continue to drive advocacy programme

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Improve engagement with stores through partners to improve take up of learning

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Support office 'guide to your learning'

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Stop

Don't expect too much too soon. It takes time for a change in learning culture to embed

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Stop being too reactive, look at the bigger picture

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Continue drive awareness and knowledge of old and new structures e.g CDP.

Better use of the IST to support this.

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Encouraging stores to do the online theory learning before attending a class room practical session

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Ensure current products / services from L&D can be embedded in the 'process' before to much is added

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stop assuming everyone knows about our offers and how to engage in them

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Stop being led by L&D trends - ensure we listen and act in the interests of our end user

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Some leaners still want more...! The culture needs to shift to ensure learners see coaching, mentoring, shadowing another person, support office or visit a neighbouring store is also learning

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Stop assuming the end user understands our offer

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apprentice assessors now asked lots of basic questions around general L&D as they are in store so often...

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Support office management engagement - identify and remove barriers for learning,

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Changing roles and depth of knowledge needs the learning to be available at the pace staff need

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Continue

Continue with the practical courses

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Improve process of providing stores with the learner guide

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Staff adapting to online learning in place classroom or face to face training.

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Ensure there is more sharing of the learning offer between Retail and Support Office

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review IST ratio in store - more than one and are they the right people?

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Drive all IST to be gold

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Start driving a culture of learning at work. Drive a culture not a KPI

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Start evaluating our offer by speaking to the end user

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Keep going back to our leaners, asking them what they want

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Start a formalised process to improve engagement from managers and partners

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Small cluster of stores delivered a plan (working with RTM and RRM) for new starters to be on Cert 3 in 90 days. Solid dev. plan put in place to engage learner and get them to Cert 3 level

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IST role would benefit from clarification and better understanding and realistic approach to resource time

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Start

Influence our Retail colleagues and create advocacy

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The blend doesn't just mean online - everyone needs some human interaction

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Continue to emphasise and push the role of the IST in store for staff

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Healthcall apprentices to visit Healthcall Contact Center?

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Making sure our learners take accountability.

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Communicate in laymans terms, simply and clearly

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Continue to drive the balance of formal and informal learning

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Improving the elearning

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Find a way to drive completion of pre-course learning prior to learners attending classroom training

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Stop curating and dumping training without joining the dots for the learner

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Continue

When you have an enthusiastic learner then support the store to support their learner

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Re focus on partner buy in for creating the culture of learning

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Be available, but not always in store

Improve and utilise more social media - coordinate with business activity.

Start communicating the importance of the prerequisite work to the learners before they start the course.
Streamline communications to store - can we really do a one pager.

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Action and practical class room training

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Speak to recruitment team to establish new employee I.T skills to avoid problems accessing learning modules etc in induction and so oná

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Challenges with engagement for Apprentices in Healthcall learning from current retail assessment plans that are more 'bricks and mortar' biased

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Blended learning approach

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To continue using online learning and develop the offer.

Continue empowering the learner to self manage.

Continue to develop the 'ease of use' for iLearn (tags, search)

Keep pushing blended offer, not thinking that all learning must be in the classroom.

Fittings and adjustment course was well received and they became advocates of the course.

IST silver was well received as it the learner felt that the course developed him as a learner rather than developing others.

Start helping learners create more time for learning.

Start sharing best practise across stores

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Stop overloading information to store.

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having access to learning via the Chromebook any time - Chromebook in one place and everyone knows where it is

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Keep offering lots of choice

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Enjoy & challenge to work out what development to do
Found the learning guide useful
like the CDP
"Gone in 30 questions' considered the best module so far... :) Go team!!
In-store trainer - silver - feedback is really positive
Apprentices are focused, targeted and achieve great things faster and more effectively
Love the fittings and adjustments training = brilliant! Loved
iLearn search bar - revolutionary - shout out to Rod

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use of alternative forms of communication for customers with visual/hearing needs. Domiciliary Partners seen using this form of comms was impressive!