Webinar introducing Marshall E-Learning, part of Ciphr Group

Cathryn Newbery, Ciphr  00:03
Hello, and welcome to today’s webinar from Ciphr and Marshall E-Learning. Today we’re introducing you to Marshall E-Learning, now part of the Ciphr Group, helping you to make a real impact with effective eLearning content. I’m Cathryn and I’m Ciphr’s Head of Content. Joining me today are David Marshall, who’s the founder of Marshall E-Learning, and Andrea, who is our LMS sales manager. Welcome, David and Andrea, really pleased to have you with us this afternoon. If you’re new to Ciphr, here is a bit about what we do and the solutions we offer. We’re a leading UK-based provider of HR, payroll, learning and recruitment solutions. Our integrated HCM platform helps organisations manage the end-to-end employee lifecycle to deliver an amazing experience. And with the acquisition of Marshall E-Learning, we now also offer off-the-shelf eLearning, which is what we’re here to talk to you today about. You might also be aware that we offer a range of API connections to other third-party special software. So our solutions really can be the heart of your people management data. And with that, that’s enough for me, I’m going to hand over to David now to tell you all about Marshall E-Learning.

David Marshall  01:15
Thank you very much, Cathryn. Hi, everyone. I’m so pleased to be here to speak at my first Ciphr webinar. For those who don’t know, we’re the newest addition to the Ciphr family. We joined Ciphr two months ago. Often when I speak to people, and they asked me what I do, when I say I do elearning, they pull a face and they say: “Oh, not those compliance courses where we get lots of reminder messages on!” but I personally think elearning can be very engaging, and it could be more than compliance. So I’m hoping today we can look at a few examples. And anything you see, I’ll be able to give you full access to after the webinar. So we’re just gonna see some short clips. But for any Ciphr customer, I can give you full access to our courses. And working with Ciphr seemed a fantastic opportunity. And I’m hoping advice, Ciphr, there lots of organisations will will be able to see our work starting with yourselves, of course. So perhaps, let’s look at some examples and customer approaches that we take. So Cathryn, shall we let’s move on to our next slide. These are some of the clients we work with. So a big approach for us through Marshall’s content as you’ll see when you’ve got a library, we like to use actors. I personally think it brings topics to life, and it’s far more engaging. And if you were developing your own elearning, I’d very much encourage you to take this approach. It’s not. It’s very easy to find amazing actors. It’s fantastic websites where you can locate them. This is our GDPR course, where we’re seeing an individual having an issue, and due to restrictions on his webinar. You can’t hear the audio but again, I’ll be able to give you access to the full course. But you’ll see this as a theme through all our trainings.  We like to use lots of videos, and I personally think using drama, we can bring the impact of situations to life. I know a lot of elearning is very reliant on cartoons. And we do use some animation. But I’d really encourage you to look at trauma and bringing that to us to bring horses to life. You’ll see that through our whole library. What can be slightly more challenging, is finding our good writers. And so if you are going to go to the expense of bringing an actor’s finding good writer can be more challenging. So just make sure that you find someone who is more than someone else who has real experience of writing dramatic scenarios. Sometimes I’ve had clients who have had a go at doing their own. And they’ve said: “David, I’m not sure what’s happened here. I have a look. What if it’s not working quite the way it should?” And I’ve said to them what I think you’ve got there as a wooden performance. And why wouldn’t I mean, the actors are not engaged. It’s because they don’t understand the content. It’s really important that if you bring in that as you sit down and make sure that they understand the content really well, and you’ll get a much better performance from from from them. Let’s move on to our next approach. This is a particular favourite course of mine, I never got to meet these actors. But this course we brought out at the beginning of the pandemic. And it was all about when we first had to start learn learning to work from home. And Marshall’s were in the same position, our office was just behind the Tate Modern in docksides. And we had to close down. And all of our clients asked for resources on managing people working from home, and wellbeing, and so on. And we brought it all into this toolkit. And we gave that to Marshall, our customers. And we’ve updated this every year. So now it’s a whole new course called The Future of Work. And that’s another key thing, you need to update your courses every year, which is something we do at Marshall’s. Again, this is a course which I can make available for you to have a look at. But what I was going to say is that here, the actors filmed themselves using Zoom, and on their phones. And it was a very quick, cost effective way of bringing content to life. So I look back at that project, with a lot of fondness and a lot of Marshall clients really liked this course. So, so that’s some tips for creating cost effective content. And here’s something which not everyone likes to do. But I’m very keen on making sure your colleagues are able to speak within your eLearning. Now, I don’t know what the psychology is. But when you interview, or when people know that their colleagues are going to be in the course uptake goes right up. I’m not sure the psychology of that. But we found that’s been one of the most popular approaches with our clients. I can’t show you what how my clients do that. But actually, I’m showing you here what we did for ourselves and our unconscious bias course. Here we were outside near Borough High Street. And we were just interviewing people in the streets about who do you imagine when you think of a pilot. And it’s funny, I do like to bring in experts to talk on topics. But sometimes the best comments come spontaneously just from people you’re chatting to. Not everyone’s comfortable kind of filming in their in their office. So we’ve got a colleague called Gavin, he’ll just come up for a couple of hours and do that for you. But this has been our probably our most popular course over the years. And this is an example of where we started with the UK version. But as we worked more global corporations, they asked us to film it with its national casts. So for a lot of martial courses, we started with a UK version. And then we went on to create an international version with people from lots of different locations in the UK legislation within that. So again, just an approach that I personally really like. P Bringing in experts. Over the last few years we’ve done a lot of work on anti-racism in the workplace and here we worked with Maggie Semple. Maggie is our on the board at Cambridge University and Bank of Jamaica. And here, we didn’t think it was appropriate to use actors. Following the events of the summer of 2020, we felt it was time for a candid conversation about racism. And Maggie was delighted to kind of touch for us, our discourse has been gone gone on to be used by the mayor’s office in London, Manchester City Council, and lots of sporting organisations, such as Formula One, for example, again, a very widely used course for us. Very in demand as a trainer. And I raise this because I think they’re great. If you have a trainer, you really value, it can be fantastic to have them be recorded and embedded within the elearning. And then that frees up the trainer from doing a lot of definitions. And you can get together and have a good conversation about the topic if you do the learning first. So for example, we look at how University of Oxford uses course, they ask people to do the learning first, it’s not too long, and then they can get together and have a facilitated conversation. And actually, I think that can be a fantastic way of learning. And I think sometimes we have to recognise the limitations of elearning. And that you can’t ask questions within it sometimes. And it can be great to bring people together. So again, that’s of course we can give you access to. So just moving on. One of the challenging the challenges for me, as a business owner working in elearning, for so long, as being shorter attention spans, when I started, I could create 90 minute courses.  And now clients are asking for 10 minute courses. So to and that’s really challenging. So what we’ve done, we’ve developed a whole new library of micro learning are just 10 minute courses video based, so they tend to be more like watching a YouTube clip. And here, this is a great tip for you, if you want to use presenters use a professional presenter to be recorded. Your customer, your colleagues don’t have to do so much reading, we found is having a good quality presenter leading on the topic really, really brings it to life. And these courses work very well on phones and mobile and so on. What we also do with these presenters, we tend to present several strong interests in the topic. Some of the two most popular ones last year are neurodiversity and menopause. So again, you’re very welcome to have a look at those. And what we do in Marshalls is we do client community events, where we get clients together to talk about those topics. And we have experts come in and join us to facilitate those discussions. Our next one’s going to be on boardroom diversity, which you’d be very welcome to join. Again, so we’ve just followed these up with a series of management development micro courses to and it’s been very popular with our client base. Thank you perhaps can move on to the next one. My final tips on really the biggest tip, overall is to make sure you use an instructional designer, when I’m called in to work with clients.  And they say: “David, this project just it’s gone on for two years, and we can’t finish it.” It’s typically they call a developer and they pull a subject matter expert. And they’ve got too much content, instructional design or storyboard it for you and make sure it keeps to a certain length. So it’s the most important component of the ELearning Development Process. And it’s missing from so many clients sort of approaches. And  Daniel, our in house writer makes sure that it keeps to a reasonable length. The other thing is to make sure your tone of voice is authentic. So some of our clients have taken publicly generated public content and put it in within courses. And that I think it’s worth taking time to make sure you reflect on the content and create and create your own content within it. That goes the same for using AI to generate content. Some clients have done that, and they haven’t had great results. So it’s worth taking time out to use instructional designer and making sure that it’s been carefully storyboarded and that all the content is original. Actually that’s all the time. We have I mean, I’ve just thought what I would say is that I’ve got a large library of courses. We’re going to be building a whole new set over the coming months. And it’d be fantastic to show you some of that content. And I’d very much welcome hearing from any of you and having a brief chat as it’s very early days for us. I thought it’d be great to start to meet some some some Ciphr customers. So thanks very much.

Andrea Matkin, Ciphr  15:05
Thank you, David, that was a great whistlestop tour of some of my short Marshalls courses. Particularly if you’re a Ciphr customer, if any of those are of interest to you just drop the name of the course that you might want to see a demo org or if you want to join that call about biodiversity in July, just drop that in the question box. And we’ll capture that and arrange that for you after the call. Thanks, David for such a great introduction to the learning content libraries that you’ve put together. And you know, some really useful tips there to really understand the value of the work that goes in behind those courses and what they can help deliver. Before we jump into what those topic packs look like, I just wanted to share a few stats with you, which I thought was quite interesting, just to give us a bit of a flavour of why L&D and content is becoming more important than ever. So if we, if we look at things like the recent Gartner HR survey, we saw that 60% of HR leaders  identified that leader and manager effectiveness is a top priority for 2023. So generating that employee experience, building that culture, supporting their employees through some turbulent times. But you can see some of the other top priorities for this year around that organisational design and change management. So we’re seeing a lot of organisations going through a lot of restructures and change. I don’t know if we can call it the new normal anymore, it should just be normal now. But there is that change ongoing as part of that employee experience recruiting and what that future work looks like a really big priorities for a lot of organisations across the UK.  Within that, however, there is a lack of soft skills development, which is costing UK businesses around 22 billion pounds a year. So it’s a whopping number. That’s costing these businesses by not having soft skills development. What’s that resulting in? 92% of workers that were surveyed felt that soft skills were the most important for their career. And half more than half of those people that were surveyed said they would actually consider getting a new job that offered greater development opportunities. So there’s a real drive in the industry at the moment for people looking for that career development and development opportunities in their roles. But what we’re also seeing is that there’s a bit of a slowdown of recruitment, as businesses kind of change, recalibrate, look at budgets. So there’s a real focus on that sort of talent retention piece. And a big part of that is obviously offering those and development opportunities to kind of find your skill sets within the business.  Looking at people who can take sidesteps, looking at people, you can progress up the chain. So LinkedIn does their Workplace Report every year. And they’ve identified the top L&D programme areas for 2023. And we can see in this list that, you know, diversity and inclusion rates are quite high on that list still. So up at number two, employee wellbeing is in that top five as well. But there is all that piece around mentorships, large scale upskilling, leading through change, compliance is obviously in that list, it’ll always be in that list, every company has to do that. So there’s a lot going on in businesses where they’re looking at, you know, not just the employee experience, the sort of making sure it’s an inclusive place of well-being and inclusivity. But it’s also giving their employees the opportunity to upskill in their careers and retain that crucial talent in their businesses. Interestingly, results from a previous year’s survey, I think, was the Gartner one also highlighted that about 40% of the HR leaders surveyed could not create the development solutions fast enough to cope with those changing priorities that come out through the years. So I think this is where, you know, having some sort of pre-made off-the-shelf elearning really comes into its own, of being able to give you that sort of really quality training materials that you can then build in, in with any of your other sort of homegrown sort of content or classroom-based training that you’re delivering internally, just to help you deliver those development opportunities as quickly and easily to your teams to meet some of these priorities that we’re seeing emerging this year. So, on that note, let’s look have a very quick look through sort of what the topic packs are. So I think we’ll just go through what you can see a very high summary of that on the screen here.  We’ve got your essentials compliance pack, which will cover everything from anti money-laundering, bribery, act, whistleblowing, bullying, and harassment, so all those key personnel, compliance topics that you need to cover on an annual basis with all your employees. We then move into more of what David was talking about – the main set. A lot of specialism in this area with the Marshall’s team around that equality, diversity inclusion. And we do hear this a lot. It is a hot topic amongst workplaces across the UK at the moment. So this is a great pack that will cover all those areas around race, sexual harassment, neurodiversity, which I’m seeing more and more, there’s lots of talk around neurodiversity within organisations as well as the sort of the topic of menopause, amongst workplaces as well, so, so lots of different titles there to cover that area to help you with your E,D&I strategies, moving forward.  Mental health and well being, you know, COVID, and the pandemic kind of threw up a whole raft of challenges around this, it’s always been there, but I think it’s been kind of amplified by the series of events over the last couple of years. So this has become such a strong priority for businesses as well. So you know, looking at things like personal resilience, mental health at work, but also guidance for managers on how to support their teams in that area. And it’s an area that I think a lot of managers do struggle with. So providing them with that support and guidance of how to have some of those conversations, how to identify and read between the lines and pick up on where there might be problems beforehand, this sort of training pack will enable them to do that. And then, speaking of managers, we’ve got the manager, manager pack. So we’ve got some of modules here that will start to help them around, things like courageous conversations, managing performance, that sort of inclusive leadership as well. So leading in from the sort of EDI space. But it’s a nice Essentials Pack for people who are moving into management roles for the first time, or maybe just want to have a bit of a refresher on some of those areas where they perhaps haven’t, you know, had a lot of experience in.  So again, supporting your sort of future leaders in the business so that they feel confident to lead their teams in the right way. On the back of that, there is also a manager’s toolkit. So this is a series of short micro-learning modules as well. So really good introduction to management. So great for career development opportunities that you might be looking at, and make those available to your up and coming managers who wants to progress within the business. And finally, we’ve also got some micro-learning modules in the diversity area as well. So there’s slightly longer courses in the pack that we saw earlier. These are sort of shorter modules for people who just want to get into a quick snapshot around some of the topics that are displayed here. So around the sort of LGBTQ+, working across cultures, particularly if you’ve got an organisation that is quite multicultural, diverse in that way. And obviously, those neurodiversity topics are there as well, so, so lots in there to kind of get you going to begin with covering off some of those key set of priorities that we saw a bit early in those statistics that we looked at. But we are going to be working on a whole range of other topics as time goes on. And we’re really building out the catalogue. And this will be based on what we hear in the market, but also what we hear from you as our customers about what’s going to be the priorities for you moving forward, and where you need that support.  So the next area that we’re looking at is FCA compliance courses – these are coming soon. And this will cover a whole raft of FCA compliance areas, particularly the Consumer Duty Act, which takes effect from 31 July. But we’re also going to be looking at the risk and risk management, looking at some of the six main regulations as well, as well as exploring the SMCR, and greenwashing and understanding sustainable finance. Watch this space, these courses will be released soon, and there’ll be more communications as they come out. So why choose these elearning packs, so why come to us and use these packs? There’s a lot of really good reasons for taking off the shelf content as part of your overall learning and development process.  Cost-effectiveness is the first and foremost point. So David touched on before, you know what goes into actually creating that content. And if you’re doing that off the back of yourself, it can get quite costly over time as you build more sort of bespoke content from there. So they offer you know, sort of ready-made, high quality content that can be easily customised to suit your organisation. So we can apply your branding, maybe some policies to it and just make it a little bit sort of more personalised for what you need to deliver. Time-saving obviously, is a big piece, so it eliminates the need to design and create from scratch. But having those pre-built resources and modules and assessments, you can quickly deploy those across your organisation, build them into learning pathways with other materials you might have, and then you’ve got sort of ready-made resources ready to go. Having that expertise and quality is really key behind it as well. Being assured that it’s covering the right legislation for your compliance or for FCA or health and safety, but it’s also coming from robust sources that know a lot about the topics that they’re talking about. Like talking about race in the workplace – we’ve got experts that are behind that, that are living and breathing this every day and are able to give your teams the right information on those topic areas. Of course, being compatible with your LMS is key. So they’re all SCORM-compliant modules. Regardless of whether you’re using our system, or if you’re using a third-party LMS, we can integrate the content easily into your platform. So it’s available there for you to use as a one-stop shop for learning with any other resources that you might be using in that system. Having a variety of courses is also quite key. So you got to have quite diverse training needs across the business, you know, this could be simply from a role-specific purpose right through to a learning style. Having that variety of video based content, elearning, modules, assessments, that kind of piece will allow you to, you know, capture all those different needs, but also tap into all the different topic areas that people will need support with over time. Having scalable solutions as well is really important. So as your business grows and changes, you want to adapt that accordingly. And that includes your learning offering. These content packs can be easily scaled to accommodate for different needs. They can be used for individual self-paced learning, but you can also integrate them into your wider pathways that you’re looking to deliver across the business. Consistency is also key. Having that consistency in training, delivery content, content quality and learning outcomes is also important in terms of you know, you want to deliver a certain standard of learning to employees, and having that off-the-shelf content can help you create – that standardisation and that consistency, in terms of of the content that’s been delivered. Of course, we continue to update the content as well. So that’s really important, particularly from those legislative perspectives. So if there’s any changes in the laws, even just even changes in the terminology of how we refer to certain things, I don’t know, speaking to David, you know, around the sort of equality and diversity, the way we talk about perhaps, race and gender, those terms are always, you know, they’re changing quite dramatically from one year to the next. It’s important that we keep up with that terminology so it’s always relevant within that learning. And finally, flexibility .Ensuring that your employees can access that training anywhere, anytime. Making sure it’s mobile-friendly, and that can be available in your LMS. And you’ve got those different formats to use. So lots of really good reasons there to think about why you should be using eLearning content within your platform. And, of course, you know, I’d be remiss if I didn’t give you a little bit of an overview of how we can support your general L&D priorities with Ciphr’s LMS solution. We’ve got the content here, we’re super excited about having Marshall’s as part of  the offering now so that we can provide you a really well-rounded offer of solutions. But with that, we’ve got a fantastic LMS that will enable you to you know, have that one-stop shop for learning that you can either integrate with your Ciphr system, if you’re using HR, or integrate with any other HR system, if you’re using a third party platform, it can be personalised with your own brand and colour scheme, you’ve got a content management system in there to personalise your home pages, you can create really visually engaging programmes with our journey builder. Of course, you can access the insights to support that talent retention and succession planning strategy. So we’ve got a great skills analysis builder in there that you can then link your content into, to help sort of plug those skill gaps and support career progression. With this engaging approach with the LMS, it really helps you drive that culture of learning in the business so learners know where to go for their learning and development. They can access all the things that they need to you know, for those currently in their role, but any for career progression.  But within that, you can of course report on all tangible activity in there to help inform your strategies moving forward and make the decisions that you need to for your employees’ ongoing development. You can also automate processes and notifications in there. So really important from a time-saving perspective. There’s lots of tools in there to enable you to do that, particularly around things like compliance refreshes, and the likes, and no one wants to be doing that manually. So that’s all inbuilt. But most importantly, it is such a flexible platform that it will enable you to sort of really future-proof your L&D strategy and your workforce so the system can grow with you. It can evolve with you, you can start out simple, you can build out a whole range of other features as time goes on. And you’ve got all those tools at your fingertips. So more than happy to have a chat with anyone who is interested in looking at new platforms to support their business priorities and have a discussion about you know, what the objectives are you want to achieve and how we can support that. So thank you very much.

Cathryn Newbery, Ciphr  29:42
Thank you so much, Andrea. That’s brilliant. I’m just gonna offer a little bit of a recap of what we’ve talked about so far today. So now’s the time. If you’ve got questions for David or Andrea, please send them in using the questions panel on your screen just while I give you an overview of what we’ve talked about. So elearning doesn’t have to be boring. And there are lots of ways to make it engaging and effective for your organisation. That can mean bringing in experts from external providers, and using insights from your own staff such as box pops, or David touched on. And also using clarity, storytelling techniques. So getting the script, right, and hiring professional actors, all of that adds up to impactful content that really makes a difference.  Andrea shared some data, highlighting the severity of skills, gaps and skills crises across the UK and a bit more broadly. So a lack of adequate learning opportunities really has the potential to hinder your organisation and its ability to meet its goals. And we’ve had a look at the range of eLearning content and courses that Marshalls offers. They’ve got particularly strong background in offering courses related to E,D& I, and you for summer 23, we’ve launched cost-effective topic content packs, which bring together some of our most popular content and courses in specific areas, giving you like a ready-made suite of like elearning, ready to go at the people. All Marshalls content is compatible with learning management systems, such as Ciphr LMS, and, of course, other third-party systems. If I could just bring Andrea and David back on the screen to join me, then we can tackle your questions. If you have any placed on the menus in the chat box. And one from me, David, if we talked about how to make the elearning courses effective from like a design point of view? Do you have any views on making it effective in terms of communicating and encouraging uptake among employees?




David Marshall  31:38

Well, that’s a good question. Some of our clients create competitions, around uptake within different departments. For me, I think when you take a bit of time to customise a course and pull in some photography of your own and customise it a little. And if you went even a step forward and allowed some of your colleagues to participate in the course – uptake goes right up. I’m not sure what psychology is. But I see that time and time again.  And just one other thing. Sometimes people send all-staff emails round saying this elearning is mandatory. But bt people will ask their manager: “Is this mandatory?” So it’s really important you’ve got your managers and heads of department on board, if you want to make a course. You want everyone to participate? That’s really important.

Cathryn Newbery, Ciphr  32:41
Yeah, definitely. And yeah, within Ciphr, LMS, you can bring in elements of gamification, that competition that David mentioned.

Andrea Matkin, Ciphr  32:50
Yeah, absolutely. And I think that’s really that’s worked well for a lot of organisations that we’ve worked with, in terms of utilising things like the badges. So you can create achievement badges with your own branding and terminology, you can link that to different activities or programmes. So I think there’s a lot of elements in there is one is personalising the kind of experience and making sure people are only being made to do training that is relevant for them, but also having the right content in there that is engaging, and gamifying with the visual learning journeys, and the badges and certificates have always been a really good way of getting people motivated to complete that training.

Cathryn Newbery, Ciphr  33:32
And we touched a little bit about branding options. And if customers who are already using one of our LMS systems, could the elearning content be branded, so that it looks completely seamless? If you’re navigating from an LMS to the E learning content, if that lines up? That’s if you’re using it in a third party platform. Now, if we’re using it in digital LMS. Can we match the branding?

Andrea Matkin, Ciphr  33:56
I believe so. I think that’s more of a question for David. But I think we can add branding on there. And if we need to, for customers, so it does create that sort of seamless brand and identity experience.

David Marshall  34:07
Yeah, absolutely. You can show us the look and feel you’d like and we continue that very rapidly.

Cathryn Newbery, Ciphr  34:16
Okay, fantastic. Another question that we’ve had in the David of course, is localised, to take into account different legislation in the devolved nations, between England and Wales and Scotland, for example.

David Marshall  34:28
Yeah, yeah, absolutely. So the mandatory courses, you know, we translate our courses into Welsh and our Welsh first and then English and then we in Scotland, we make sure that we follow guidance from the Scottish Government and that’s really important. That’s, that’s, that’s really vital. So on that basis, the Scottish Parliament commissioned us to do their diversity training, and they were they really appreciate that we made sure that everything was in was following their guidance. I’m sort of tasked that’s a very important part of our work.

Cathryn Newbery, Ciphr  35:05
Okay, fantastic. David, another question for me perhaps is like, some of the courses we’ve talked about today, like which ones are your favourite? Or which ones? Do you feel like the most effective at delivering results in creating change for your clients?

David Marshall  35:22
It’s my favourite ones, and ones which clients I’ve enjoyed the most definitely where we brought up together and created dramatic scenes. So so the presenter-led courses are very time-efficient, very cost-efficient, very convenient. But the ones which stay in people’s memory are where we’ve got a really good group of actors come together. And I’d say that happens particularly well, now, last mental health production has been really well received. And backing it always that we brought in the psychotherapist and NHS psychotherapist to create content to add good quality content. And then and then that psychotherapist spent a lot of time with the actors talking about the issues, and then we had some really compelling content coming out of there.

Cathryn Newbery, Ciphr  36:09
Okay, awesome. Thank you. Another question here? Are the courses compatible with ELFH.

Andrea Matkin, Ciphr  36:17
What I mean, I think that might be eLearning for healthcare. So perhaps, if that’s the system that you’re thinking of, we can integrate their content into our LMS. So via AICc link. So ideally, you would like to serve up the content. So it’s having like a sort of central LMS, where you can then host the learning for healthcare content, as well as any other third party like Marshalls in one place. So whether it goes the other way, I’m not sure. And that might be a question for, for the 11th, healthcare account managers to see if they can host other content on that platform as well. I don’t know, David, if you’ve had any experience with them previously.

David Marshall  37:01
If it is to NHS, and yes, we work with NHS employers, and a lot of different NHS organisations, and they, they tend to self host, but I don’t know the details of the platform, I tend to not to get involved in that my pulling James does that my LMS manager, and he handles that. So all of our audit content you’ve seen today can work on any SCORM LMS.

Cathryn Newbery, Ciphr  37:24
We’ve got the acronym right. So thank you, Jeremy, for confirming that. If you need more, more advice on that one, just drop a note in the chat box, Jeremy, and we’ll get back to you after the broadcast. And maybe I just asked each of you Andrea, David, just for like one final thought that you might want to leave on our attendees on today when thinking about either adding to their suite of elearning courses, or maybe just starting a new elearning programme within their organisation. And you know, maybe three, three and the opposite.

Andrea Matkin, Ciphr  37:58
No, really good question. I think for me, it’s really just about having a think about what, what are the main objectives you’re looking to achieve with your business? So what is it that you, you know, you want your employees to experience what is it that they need support with as a priority? And how does that link to your sort of wider business objectives. And I think that will provide a bit of the sort of framework for how you want to sort of structure your learning offer. And from there, you can then start to think about what sort of training support you might need and what content might be needed to support that as well. So it’s really starting from that sort of objective lead rather than solution arising from the start. So that would be my one bit of advice.

Cathryn Newbery, Ciphr  38:37
Thank you, David.

David Marshall  38:40
For me, it’s very much. I’d encourage people to get in touch because it’s almost infinite different requirements, from customers, and we don’t have we don’t employ salespeople at Marshall’s, myself and James, and if you get in touch and we just we just have a chat about you know about what you’re looking to achieve, I’ll be able to come back to you with some ideas. You know, and I think the best ideas have come out of mutual collaboration with clients where clients tell, come with some of the answers and like on some of the answers and come up with something really good. So it’d be great to hear from people. That’d be my main point.

Cathryn Newbery, Ciphr  39:20
Yeah, it’s a really good point. It’s when you’re procuring content. It’s not just about the content itself. It’s about how good can you work with the people who are providing it so you can build that long-lasting relationship and develop stuff over time and a programme that really works. So that’s a really great thought to end on. Thank you so much, David. As we’ve already mentioned, if you want more information, just send us a message in the chat, the question panel that you can see on your screen. There’s also going to be a coding survey at the end of this broadcast, where you can opt in for additional information and gives us a bit about that bit of feedback about how we do unsay and this is all being recorded and recording will be shared with you automatically. Afterwards, so you can share that with colleagues for example, if you want to discuss it in further detail just remains as a thank you to Andrea and David their contact details on the screens. If you want to contact them directly, you can drop them an email as well. contactable in myriad ways. So, do get in touch and find out and we’ll figure out how we can help you. Thank you everyone for attending and being so attentive today. Thank you, Andrea and David, really appreciate you joining me today. And I hope you all have a great rest of your day. Take care. Thank you again and goodbye. See you next time.