LEO GRC (formerly Eukleia) recently held a ‘Super Compliance and Impactful Analytics’ event at The Hospital Club in London. The evening featured keynote speeches centering around one main theme: a super compliance learning framework and the importance of a data-driven learning strategy.
We know that many compliance teams are frustrated with a legacy learning culture that is neither developmental nor built to create a change in learner behavior. Organizations are experiencing greater risk with learner fatigue due to the volume of training, coupled with inefficient training design, delivery, and measurable data. Without any measurable data to inform the future of training, organizations are producing more of the same without the visibility of performance outcomes.
Training Needs to Be Engaging and Drive Sustainable Change
With input from our customers, we have created and developed a super compliance framework that looks at compliance creatively by formulating a set of modules that are creative and engaging, and can be accessed at a variety of levels. This framework is driven by learner analytics to help understand:
- when is the best time to learn
- when learners are most engaged
- and how effective the learning is.
It’s through these smartly designed courses that transformation can be seen in learner behavior, customer interactions, and business performance.
The event saw keynote speakers with a variety of expertise exploring the super compliance framework, the challenges of compliance learning, delivering compliance training in an age of super compliance and the importance of impactful analytics.
Here are some of the highlights from our keynote speakers at LEO Learning, Fidelity International, and Watershed.
‘Delivering Super Compliance Training in an Age of ‘Super Compliance’
Liz Hornby, Principal Consultant, and Patrick Thomas, Consulting Lead at LEO Learning
The evening started with Liz and Patrick exploring what they mean by an age of super compliance and why this calls for a different approach for compliance training.
What Do We Mean by the Age of Super Compliance?
As regulators increasingly step back from detailed prescriptive rule-setting, the age of super compliance is one in which firms are expected to write many of the conduct-based rules for themselves. This approach places increased responsibility on senior management and provides regulators with more flexibility in fast-moving markets. It calls for a new approach to compliance training that acknowledges the importance of individual accountability and responsibility, and provides learners with the tools to make the ‘right’ decisions.
4 Top Tips for Successful Super Compliance Training
Liz and Patrick offered four tops tips for delivering super compliance training that meets the challenges outlined above:
- Optimizing the learner experience through personalization, storytelling and scenarios, practical real-life content and multi-dimensional assets
- Managing deliveries efficiently (a priority when training budgets are tight) by reducing the number of course deliveries and the effective use of seat times
- Taking a holistic approach through consistent messaging, breaking down topic silos, recognizing that cultural issues cut across topics, and building and embedding culture as well as knowledge and skills
- Focusing on measurable behavior change through testing more than short-term memory and the use of meaningful analytics inside and outside of the course
We’re seeing a move to single multi-topic courses with storylines that focus on the impact of non-compliance (or the nuanced factors that contribute to issues) in the workplace. This development trend is counter to microlearning (‘the-smaller-the-better approach’), as the scenarios require deeper learning to assess multiple factors that complex organizations regularly face.
“I think that this is particularly important because it’s such a key regulatory theme and very much ties into the key regulatory approach to culture at the moment. Compliance is not just about the rules, it’s about going beyond the rules and it’s about making real cultural change.” - Liz Hornby, Principal Consultant.
‘Super Compliance and Impactful Analytics - Challenges of Compliance Learning’
Richard Pedley, Learning Projects Manager at Fidelity
Richard focused on the practical challenges that compliance and the courses face in developing learning for employees (and what can be done about them). Compliance is a mandatory requirement for many organizations and is seen as a tick-box exercise. But this doesn’t challenge your thinking.
Richard highlighted that data has become key for all parts of the business now—apart from learning. But data is critical for learning and learning design. You need to understand your audience: who they are, what they do, what they know and how they might apply their knowledge. You need to think about the learner behaviors outside of just the learning course and consider if your training brings sustainable change.
So how do we move away from the idea that learning is merely a mandatory aspect of work?
We want to get people to want to learn, not have to do it. Design your learning strategies with compliance in mind, and data and effort at the heart. Use your data when thinking about the learning design and look for value for money, not cost. Use effort to find entertainment, and build curiosity and encourage the ongoing conversation.
‘Impactful Analytics - An Overview’
Peter Dobinson, Consultant at Watershed
Peter reminded us that the purpose of training programs is to strengthen skills and behaviors that positively impact the organization. So what happens when you start analyzing training data only to learn your programs aren’t working?
We often perceive negative or unexpected results as bad news instead of a useful guide for where to intervene. Afterall, Impactful Analytics are useful interpretations of well-processed and relevant data, that can be easily communicated and inform organizational decision making by guiding change. But in order to guide change within the organization, you need to look at data with the right lens—specifically in how to link behaviors to learning.
By aligning your learning design with business goals, you’ll be much better equipped to measure not only completion and engagement, but also behavior change and impact on the organization.