It’s brilliant to see the investment the Centre has been prepared to make in the organisation to make sure they have the skills and capabilities they need as they prepare to deliver against a new strategy and vision.
Of course an introductory programme doesn’t mean everyone will end up with all the skills they need, but what it does mean is that they have a grounding, a shared understanding and a point from which to get started.
We worked with the Centre to understand their work and their teams so we could create content and an experience that was both relevant and useful. Although this was a high level, introductory programme we identified three audience groups and made sure we could tailor the content slightly to add the most value. These were:
Leaders – we tailored our core package to focus on the role of leaders in service transformation. This session was delivered to the Wales Cooperative Centre’s senior leadership team and Board members
All colleagues – this was our core package and we worked with the team at the Centre to make sure our case studies were relevant and the tone and level of content appropriate. Leaders also joined these sessions.
Those involved more directly in change – those more directly involved in delivering change had a more detailed offer. We adapted our core package to become an introduction to a two-day service design course that we delivered a week after the introductory session.
Rather than a one size fits all training approach we have a set of key principles we work to when we’re designing and delivering our training programmes. These are the things we believe add the most value for individuals and to organisations.
In context – organisations won’t be looking at digital and services in isolation. You need to provide the context of the environment they’ll be working in. Here in Wales that means an understanding of the purpose of the Digital Strategy for Wales and the support that’s out there for delivering public services in Wales such as the Welsh Digital Service Standards.
Relevant – if delegates can’t place the learning in the context of their own lives, experiences and work then it is unlikely to have an impact.
Consistent – context and tailoring is important, so are consistent messages, themes and models.
Interactive – whether our training is online or face to face the biggest value comes from interaction, whether with us or between delegates.
Based on real examples – keep it real. Hypothetical examples are okay, real examples bring learning to life.
In line with agile ways of working, the most value comes from getting the product in the hands of your users, learning and iterating. This programme was no exception. Here’s what we learnt:
Originally posted here
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