Staff members at Transport for London have one of the most difficult and stressful jobs in Europe. How would they be able to cope with the additional stress on the system caused by the Olympics? One year after completing the course, 70% of staff members are still using the techniques it teaches and Transport for London is on track to achieve ROI of over £23m in the next year. Discover how 'me-Learning' uses diagnostics, immersive learning and a focus on what happens outside the course to drive long term behavioural change - and deliver ROI.

2. Return on Investment
is really…
2

3. Return on Engagement
3

4. ‘Building Mental Resilience’
the story of a non-mandatory course
4

5. What‟s it like to be a TfL employee?
5

6. What‟s it like to be a TfL employee?
Heavily unionised industry and organisational change
Working in a diverse workforce working with a diverse customer base
Involved in planning for London events including the Olympics
Subjected to assaults and injuries
6

7. What‟s it like to be a TfL employee?
7

8. The scale and effects of mental health problems
8

9. How it impacts the organisation
9

10. One year on
what our 40-minute course achieved...
10

11. What difference has it made to individuals?
11

12. What difference has it made to individuals?
12

13. What difference has it made to individuals?
13

14. What difference has it made to individuals?
14

15. “Man as spirit
duplicates himself..
He sees
himself, represents
himself to himself”
Georg Wilhelm
Friedrich Hegel
(1770 – 1831)
15

16. Or as Abraham Maslow would put it:
our deepest motivation for change stems from
our desire to self-actualise
16

17. We need e-learning that is truly about me,
the learner
„me-Learning‟
17

18. Then…
boring e-telling (or “PowerPoint on steroids”)
me not me
18

19. Now…
interactive e-learning
me maybe me
19

20. The new model
me-Learning
me!
me (but better!)
20

21. So how does „me-learning‟ really change behaviour
and deliver ROI?
1. Well designed diagnostics which involve me and show me where I
am in relation to a better me
2. Personalised content, simulations and „real‟ scenarios that explain not
just how but why I need to be a better me
3. Personalised „take-away‟ documents to carry with me
4. (And an objective metric you can measure to prove that the learning
intervention has worked)
21

22. So how does „me-learning‟ really change behaviour
and deliver ROI?
1. Well designed diagnostics which involve me and show me where I
am in relation to a better me
2. Personalised content, simulations and „real‟ scenarios that explain not
just how but why I need to be a better me
3. Personalised „take-away‟ documents to carry with me
4. (And an objective metric you can measure to prove that the learning
intervention has worked)
22

23. 23

24. 24

25. So how does „me-learning‟ really change behaviour
and deliver ROI?
1. Well designed diagnostics which involve me and show me where I
am in relation to a better me
2. Personalised content, simulations and „real‟ scenarios that explain not
just how but why I need to be a better me
3. Personalised „take-away‟ documents to carry with me
4. (And an objective metric you can measure to prove that the learning
intervention has worked)
25

26. 26

27. So how does „me-learning‟ really change behaviour
and deliver ROI?
1. Well designed diagnostics which involve me and show me where I
am in relation to a better me
2. Personalised content, simulations and „real‟ scenarios that explain not
just how but why I need to be a better me
3. Personalised „take-away‟ documents to carry with me
4. (And an objective metric you can measure to prove that the learning
intervention has worked)
27

28. 28

29. So how does „me-learning‟ really change behaviour
and deliver ROI?
1. Well designed diagnostics which involve me and show me where I
am in relation to a better me
2. Personalised content, simulations and „real‟ scenarios that explain not
just how but why I need to be a better me
3. Personalised „take-away‟ documents to carry with me
4. (And an objective metric you can measure to prove that the learning
intervention has worked)
29

30. Fewer working days lost
The number of working days lost due to mental health issues is dropping faster
than other causes of sickness.
30

31. What the course can help TfL to achieve
31

32. “I found the shift work
section particularly useful
as I don‟t normally work
shifts but I will during the
Olympics”
32

33. “I found the shift work
“The course was worth
section particularly useful
doing because you can
as I don‟t normally work
see the light at the end of
shifts but I will during the
the tunnel”
Olympics”
33

34. “I found the shift work
“The course was worth
section particularly useful “I will return to the course
doing because you can
as I don‟t normally work regularly to improve my
see the light at the end of
shifts but I will during the professional resilience”
the tunnel”
Olympics”
34

35. About us Awards
Delivering e-learning since 2000 • Shortlisted for Instructional Designer of the Year 2013
• Learning Technology Solution of the Year 2011
• Best Custom Content 2010
Bespoke learning technology solutions • Instructional Designer of the Year 2010
• e-Learning Project of the Year 2008
• External Project of the Year 2008
Only bespoke e-learning supplier to be • Most Innovative New Product in e-Learning 2007
accredited by the Learning and • Most Accessible e-Learning Solution 2005
Performance Institute • Young Professional of the Year 2005
Investors in People accredited
35

36. Questions?
Toby Harris
@toby_saffron
toby@saffroninteractive.com