Learning in the Corporate World

This is part 2 of the 5 part instalment of the ANZ Bank Case Study on Innovative Staff Development.  Please read Part 1 for further information.

Case Study 1: Creating Lasting Impact Through the Learning Experience

Sticky Learning Insight #2 - Relevance

Learning designed in the ANZ has been traditionally poor. This has resulted in effort in developing experiential learning opportunities for ANZ staff (see Kolb 1984). Additionally, the new learning development has attempted to customise learning according to the individual need of the learner. Video cameras are located in the roofs of learning spaces and recording of each session is carried out and burned to DVD. The learner is able to take this back to the workplace at the end of the day and re-visit content as needed (just-in-time, reflection).

As a part of the Learning & Breakout Centre, there is a dedicated media centre with four Apple Macintoshes located at the front. Most learning videos are now being developed down here. The making of learning content is getting cheaper and cheaper. All participants in the Graduate Program in the ANZ will be recording a podcast in their first ninety days. This is a critical part in inducting new stuff to the organisation’s learning culture. Additionally, the making of this form of learning content generates timely and relevant content that is accessible to all staff via an internal iTunes system.

The ANZ are taking advantage of the rapidly shifting changes in the technological environment to customise staff learning experiences as frequently as possible. The learning fingerprint thus becomes stronger, more relevant and more likely to ‘stick’.

An ANZ Leadership Experiences program runs over two days. Participants are required to record a one hour personal reflection of the themes from the workshop. Participants are given the space and time to conduct this reflection.