Our approach to developing e Learning programs is one of co-design with L&D staff and production staff on design and framework of all e Learning modules. We have designed several e Learning initiatives for large employee organisations. Typically these are part of a larger ethics training program that also offers the opportunity for face to face training and skill development. We believe face to face training in a group situation is critical to honing skills in values based decision making within a workplace context and provides a depth of experience that cannot be delivered by e Learning modules alone.
Our online learning modules incorporate the 4 stages in the company life cycle, incorporating typical workplace dilemmas faced in each stage. Our modules are designed to embrace the action learning principles of:
- input,
- activity,
- process, and
- generalisation
LEARNING OUTCOMES
- Increased understanding of the organisation’s values and how to use them in day to day decision making
- Increased understanding of behaviours that support the organisation’s values
- Increased understanding of behaviours that call the organisation’s values into question
- Increased understanding of ethical issues in the workplace
- Increased skills in identifying possible challenges to the organisation’s values from workplace practices
- Increased skills in reporting issues of concern
FIELD EXPERIENCE
Infrastructure Company:
Here we facilitated their values identification and codification as well as working with the executive team to embed them into the organisation’s leadership score card.
Working with various representatives from this organisation, including the CEO and Directors, we conducted research and reviewed the organisation’s values.
We conducted focus groups with individuals from various parts of the organisation, including executive assistants and engineers. Managing Values used this information to review the current values and codify a new set of values. The values were designed to ensure all employees understood their role in the workplace and that their major responsibility was to the general taxpaying public.
The values included value statements which described their application in easy to understand terms. A communication strategy was undertaken to distribute the values. Subsequent training with organisational members ensured that everyone was aware of the values and their role in upholding them.
Utility Company:
Here we worked alongside the executive team to win employee commitment to a new standard of behaviour and a new success vision for the organisation.
