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Overview (Child)

Pages

Ever seen a code of laws up close? It’s a thing to behold. The online version of the first book of the <a href="http://www.dutchcivillaw.com/civilcodebook01.htm">Dutch Civil Code</a> alone already has a word count of over 79.000 words, spread across 20 chapters and 462 articles. And all that text also contains very specific legalese. Intense.Government and legislative lawyers obviously need to stay on top of all these laws. They also need to be able to interpret and contextualise them, in order to provide sound advice. Being able to do so requires more than just a law degree. At law school, the fun’s just getting started.Even after graduation, lawyers need to keep honing their skills and expertise. To do so, government and legislative lawyers follow training programmes like the ones hosted by the Academy for Legislation.In today’s Training Improvement Story, we show you how the Academy for Legislation took a pre-existing masterclass and turned it into a successful, meaningful <a target="_blank" href="https://www.anewspring.com/learning-concepts/blended-learning">blended training</a> programme. This allowed them to offer learners a proper learning experience, both online and offline.

Challenge 1: There is a high demand for courses, but experts have little time to train in their already busy schedules.

Challenge 2: Making blended classroom masterclasses is the solution, but there is a lack of expertise to do so.

Solution: In collaboration with SMEs, Training Improvement Engineer Puck created strong learning content and helped turn the course into a blended format via aNewSpring.

Result: 70% of the learners activated their online learning environment three days before the course started and they rated the e-learning with an 8,2.

Looking for a sneak peek? Here's a list what you'll read about in this training improvement story:

A quick glance

The organisation

The top training institute for legislative lawyers

About Academy for Legislation

The Academy for Legislation focuses on building training programmes that help legislative lawyers stay up to date with contemporary legal knowledge. Together with the Academy for Government Lawyers, they are the Dutch national government’s number one training facility for legal experts.Legislative and government lawyers have a wide range of responsibilities. Consider things like giving legal advice, handling objection and appeal cases, drawing up contracts, but also writing and implementing laws and regulations. To do these things well, they need to be aware of all the latest legal developments.

Huge demand

Huge demand for training skills of Dutch government experts

We spoke to <a target="_blank" href="https://www.linkedin.com/in/hannekebezemer/">Hanneke Bezemer</a> and <a target="_blank" href="https://www.linkedin.com/in/renske-kersbergen-tiemens-814a1a107/">Renske Kersbergen</a>, Training Coordinators at the Academy for Legislation, about their current challenges, what’s currently going on at the Academy and how all of this led to a renewed collaboration with aNewSpring.This collaboration took the shape of turning an existing masterclass into a blended learning journey. This masterclass, ‘Ruimte in Regels’ (“Relaxing/Stretching the Rules”) is an initiative and instrument of the governmental organisation Professionals for Customisation in Multi-Problem Cases (<a href="https://maatwerkmultiproblematiek.nl/">PMM</a>). We’ll get back to this in a bit, it’s a nice story. Promise!First of all, it’s important to note that the Academy for Legislation has access to a wealth of knowledge and expertise, in-house as well as externally.Despite the enormous amount of expertise at the Academy’s disposal, subject matter experts – who often contribute to these training programmes outside their regular jobs – face considerable time restraints.

Hanneke Bezemer: “We’re experiencing huge demand from ministries and implementing agencies to develop these training programmes. Sometimes, getting access to the right training providers proves to be tricky. Not all of these subject matter experts are able to teach more than once or twice a year, as giving training is added to their regular workload.”It seems that, in order to meet the high demand for legal training programmes, other, more scalable training methods are required.

Expertise at scale

Offering relevant expertise at scale

For the most part, the Academy of Legislation’s training programmes take place in the classroom. But training in person puts pressure on the schedules of the people teaching the courses.Renske Kersbergen: “We experimented with an online training facilitated by aNewSpring around ten years ago for the first time. Back then, we ran the course quite a few times, but eventually stopped using it.”Some five years ago, the Academy decided they wanted to pick up blended learning once more. This learning type consists of different forms of learning, which learners can experience both online and offline.When the pandemic forced people to become more accustomed to interacting online, their plan gained momentum. The next challenge: getting all the involved stakeholders aligned on how to proceed.

Stakeholders and experts

Collaboration between multiple stakeholders and experts

In order to successfully launch this completely new blended learning project, it was crucial to make sure several stakeholders were on the same page.Apart from training coordinators Hanneke and Renske, initially, subject matter expert <a target="_blank" href="https://www.linkedin.com/in/frank-van-tienen-6544114a/">Frank van Tienen</a>, lawyer at <a href="https://pelsrijcken.nl/">Pels Rijcken</a>, was also closely involved with the project.As for SMEs that would eventually be teaching the courses? That would be Karolien Runia, lawyer, labour expert and customisation coordinator at the <a href="https://www.uwv.nl/">UWV</a>, and Saskia van Muiswinkel, director of the National Portal for Customisation and Multi-Problems at PMM.Add Puck Onnekes, Training Improvement Engineer at aNewSpring, and we were looking at a true all-star team to make this blended learning dream come true.The plan? Turning the pre-existing, successful masterclass ‘Ruimte in Regels’ into an enriched learning experience, with both online and offline elements. This masterclass is one of many instruments PMM offers in their professional development pillar. The reason for adding e-learning to the course was that they would now be able to reach a wider audience.

From masterclass to e-learning

Turning an existing masterclass into successful e-learning

The masterclass ‘Ruimte in Regels’ was developed for lawyers and policymakers at municipalities and in the national government (policy and executive organisations), whose day-to-day jobs involve delivering customised solutions.In order to help households dealing with multiple problems (‘multi-problem households’), it’s often necessary to come up with custom solutions. Legislative and regulatory bodies try to facilitate these types of customised solutions to the best of their abilities.But in some situations, the rules don’t provide enough wiggle room, or the combination of several rules only makes problems worse. It may also happen that, although the space for customisation is there, it’s not used optimally. That’s about it for a quick contextualisation of this (rather complex) legal topic.The main challenge when redoing the masterclass was: how do we turn an in-person learning journey into one that partially takes place online, in the most thorough way possible? And how do we make sure this online experience improves the in-person part of the training?

Collaboration aNewSpring

The decision to work with aNewSpring

Because the Academy for Legislation’s team had already worked on an online training with aNewSpring before, the organisation was once again included in the procurement process.Hanneke Bezemer: “We were actually in touch with several parties. But we had access to and were familiar with the aNewSpring learning journey platform already, which we found to be very user-friendly.”The final deciding factor? “There was a financial component, but we also very much appreciated the open, pleasant communication we had with aNewSpring from the start. Besides, the extra service provided by Training Improvement Engineer, Puck, played a large part in our decision.”Turning the ‘Ruimte in Regels’ masterclass into blended learning didn’t happen in a day. In order to create the very subject-specific e-learning, Puck needed to align with the Academy of Legislation’s subject matter experts.

The right learning content

Creating the right learning content, together

Initially, a bit of searching was necessary to discover the optimal collaboration among Puck, the training coordinators at the Academy, and subject matter experts Saskia and Karolien.What was everyone expected to do, specifically? What’s the best division of roles? How do we ensure the subject matter experts’ unique knowledge is best applied in the online experience of the e-learning?One of the stakeholders involved is <a href="https://www.linkedin.com/in/karolien-runia-93b75217/">Karolien Runia</a>, customisation coordinator at the UWV, an organisation that has to deal with a lot of legal customisation. Karolien had prior experience at the UWV with a well-designed e-learning, which also included a complimentary workshop.For her, an online learning journey like this was nothing new. Karolien: “I already had a positive attitude towards using e-learning. It’s efficient and it saves trainers like me time commuting. Besides that, it allows you to reach more learners and speeds up the learning process.”Karolien was very appreciative of the collaboration with Puck. “The whole process was organised efficiently. We had some back and forths on the content itself. But I really enjoyed the collaboration. It was directed properly.”

Aside from Karolien, <a href="https://www.linkedin.com/in/saskia-van-muiswinkel-59795313/">Saskia van Muiswinkel</a>, the other subject matter expert and trainer for the ‘Ruimte in Regels’ masterclass, also mentioned she thoroughly enjoyed the collaboration.Saskia is the director of the National Portal for Customisation and Multi-Problems at PMM. This organisation offers an entrypoint at the Dutch national government for professionals that get stuck on complex case work. The ‘Ruimte in Regels’ masterclass is one of the PMM’s instruments.While Saskia was new to using blended learning, she’s convinced of its benefits: “It’s efficient, especially in case of a training like this that depends on a heavy theoretical framework. And with a mixed group of learners like those attending the Academy of Legislation’s courses, it helps when people can learn at their own pace.”This mixed group of learners partially consists of lawyers that could work through the learning content quite quickly. At the same time, this group could also use the course to get an enriched learning experience through video content and extensive reports on things like the parliamentary inquiry into Fraud Policy and Services.“But learners who aren’t as familiar with the course content can now absorb it at their own pace,” Saskia explains. “I find that a very positive characteristic of the blended learning approach.”She also warns that customisation, the masterclass’s topic, is a field that’s rapidly developing. Meaning it’s essential to try to keep the e-learning up-to-date as much as possible, and to keep an eye out for any changes in legislation.

As subject matter experts, Karolien and Saskia mainly contributed in areas that e-learning participants encounter in practice. Especially when it comes to legal matters, practical guidance and real-world examples are very helpful. Sometimes even crucial.Saskia: “When you’re dealing with heavy theory, article number such and such of the Dutch General Administrative Law Act, I personally feel like I need to hear: who are we talking about, exactly? Give me a concrete example. Which is why Karolien and I included both case studies and examples from jurisdiction when we were building the e-learning.”Ultimately, Puck Onnekes was responsible for building the content for the online learning journey. Quite the challenge, since, prior to the collaboration, she hadn’t really come into contact with the topic of custom solutions in administrative law before.Puck: “I had documents and slides at my disposal that had previously been used during the masterclass, but not much of it could be included directly. This meant I really needed to rely on the knowledge of the experts. It was an amazing challenge, which led to quite a few in-depth discussions.”According to Puck, the results don’t lie. “You clearly notice how the e-learning contributes to the in-person part of the masterclass. That was the goal we wanted to achieve together.”

Apart from the collaboration between training coordinators, trainers/subject matter experts and the Training Improvement Engineer, the success of a learning journey wholly depends on the way it’s received by learners. How did these learners experience the new, blended format for the ‘Ruimte in Regels’ masterclass?

A more effective masterclass with happy learners

First, let’s give you some more context on the ‘blended’ aspect of the new masterclass. One of the additions of blended learning was through aNewSpring’s survey feature.This feature made it possible to ask learners preliminary questions like: “What is your opinion on custom solutions in administrative law?” They were also presented with a specific example and asked whether they would opt for a custom solution in this case.Previously, these questions were part of a digital intake process, already. The format of this intake was amended using aNewSpring’s survey feature.Hanneke Bezemer: “We combined the original intake with the survey feature, giving us centralised access to the answers. This gives everyone involved an easier overview of the results. You can simply download all the answers as an export, which means you get insight into the results at the click of a button. It’s amazing.”The Academy for Legislation exports these results, which are very easy to extract from aNewSpring’s learning journey platform. This gives trainers Karolien and Saskia a good overview of their learners’ answers. Karolien: “Apart from that, it’s convenient to be able to see at what percentage learners have completed their e-learning.”Saskia: “It can be complicated to give direction to the groups we train, because of big differences in the basic knowledge individual learners possess. Which is why it’s so important to know who completed the e-learning, before the masterclass kicks off.”<h3>Importance of the data</h3>She also mentions how it’s important to get a good grasp of learners’ attitudes to the specific topic of custom solutions in administrative law, and how often they encounter this in their day-to-day jobs. This facilitates a group conversation on the topic of custom solutions, right from the start of the course.Data shows that at least 70% of the learners activated their online learning environment three days before the course starts. And there were also two moments in which learners were asked to evaluate the course. These showed they considered the e-learning to be a valuable addition, with an average grade of 8,2.

Saskia: “The in-person part of the course is quite brief. With the survey feature, we could get a clear picture of who would be attending the course. Not just their names and job titles, but also what their perception of custom solutions in administrative law were. We can use that information to get group conversations going during the in-person part of the course.”It turns out the online part of the learning journey was a huge enrichment of the in-person part of the masterclass. Apart from the added efficiency created by merging the intake and the original survey questions, the masterclass itself also became more effective due to the use of blended learning.

What’s next?

Futureproofing traineeships, potentially by adding e-learning, too

So, what’s next? What does a future collaboration between aNewSpring and the Academy for Legislation look like? Are there any other blended learning projects planned?Hanneke Bezemer: “First of all, this revisited masterclass is the first time we’re offering a long-term course that partly takes place online. We don’t have any concrete plans for similar projects at the moment.”“Right now, we’re focusing on our traineeships. What will those look like in the future? How can we make sure they’re future-proof? We’re not sure whether e-learning will play a part in those, but we are having those discussions.”Puck is also aware of these internal conversations. She knows what’s going on at the Academy, and is ready to assist and advise where needed in her role as Training Improvement Engineer. Especially when there are questions regarding what type of learning content is or isn’t suitable for an online approach, her expertise can be of great use.As far as an iteration on the ‘Ruimte in Regels’ masterclass is concerned, Saskia van Muiswinkel has some ideas of her own: “The e-learning currently consists of quite a lot of reading material. I’d love to know whether it’s possible to make this even more interactive. I’m curious as to the possibilities. I’m sure they know all about what’s possible over at aNewSpring.”

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In this Training Improvement Story, the Academy for Legislation took a pre-existing masterclass and turned it into a successful, meaningful blended training programme.

Academy for Legislation: The ideal blend of online and offline learning

The ideal blend of online and offline learning

Academy for Legislation

&quot;In the end, we trained 75 different groups, had 1,725 learners, there were 256 master classes, 1,260 certificates and the knowledge clips were viewed 33,335 times.&quot;Impressive figures shared by Tele&#039;Train at the 2020 aNewSpring Awards.

The learning journey

Blended curriculum for the Ministry of Internal Affairs

&quot;Learning happens when you are surprised and amazed,&quot; says Hilde Dijksterhuis. A blended curriculum was developed for the Ministry of Internal Affairs, and it was built around four master classes, each lasting a half-day.Due to the amount of information, aNewSpring opted for a learning journey that includes several aspects: a knowledge test regarding legal information, a knowledge forum where questions can be send to experts that are answered within 24 hours, and the MemoTrainer app.An ideal route has been mapped out for employees that best prepares them for the master classes and the final result.

The result

<h3>The result</h3>With this learning journey, Tele&#039;Train made learning dry laws and regulations more interesting by making optimal use of the possibilities of aNewSpring. Think of different learning forms such as video, animation, knowledge quizzes via the MemoTrainer, online knowledge clips, blogs and assignments.

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workplace learning

With this learning journey, Tele'Train has given dry laws and regulations a new look by making optimal use of the possibilities of aNewSpring.

Tele'Train: Dry laws and regulations given a new look

Dry laws and regulations made interesting

Tele'Train

&quot;Every school day, we walked sixteen kilometres to high school because there was no school in our village&quot;. Meet Kalappa Lakshmaiah, Founder-Secretary of the BMV Education Trust in India.Nearly 30 years ago, he decided to start a school in their remote village, about 50 kilometres from Bangalore, together with a group of like-minded villagers. And it wasn&#039;t without its challenges. &quot;When we started the school, we faced a lot of challenges. Organising finance was a big issue,&quot; says Kalappa.According to Corine Aartman, Coordinator of the Change the Game Academy at Wilde Ganzen, many organisations working for social improvement in southern developing countries, like Kalappa, struggle to find sufficient financial resources.&quot;More and more Northern funders are withdrawing their funding. This really creates a huge problem, causing these organisations to topple down because they can&#039;t find other fundraising.&quot;Corine realised that something had to change to make these &#039;social changemakers&#039; less dependent on donors from the other side of the world. &quot;I discovered that the knowledge, skills, and techniques for fundraising are sort of a best-kept secret and are not widely shared, especially not with social changemakers in the Global South.&quot;When she heard that Wilde Ganzen wanted to tackle this issue with their Change the Game Academy, Corine didn&#039;t hesitate one moment: &quot;I wanted to contribute to that, be part of the change, and make a difference.&quot;

Wilde Ganzen

Wilde Ganzen is a Dutch foundation established in 1957 with the aim of reducing poverty and inequality. The organisation strongly believes in the power of communities and supports local organisations in The Global South (developing countries in Africa, Latin America, Asia, and Oceania) in building their own future.One of their key initiatives is the Change the Game Academy, which helps social changemakers in developing countries improve their skills in fundraising and promoting their cause. They advocate for local fundraising: by mobilising resources within their own community and country, social changemakers become less dependent on foreign aid.

Wilde Ganzen partners often rely on foreign funding and government aid, making them vulnerable. But the Change the Game Academy offers a solution.

Change the Game Academy

The challenge

Limited in scalability and reach

The training programs developed by Corine and her team were initially delivered only in classroom settings and proved highly successful. However, they quickly encountered the limits of what could be achieved with in-person sessions alone. Offering the training fully in-person on a large scale turned out to be impractical, leading them to seek an innovative solution.They decided to explore the possibilities of (partially) online training. This approach would not only allow them to reach many more social changemakers but also improve the effectiveness of the training by incorporating interactive elements and personalised learning methods.Digital training without internet?That turned out to be far from simple. How do you keep learners in a digital environment just as engaged and motivated as in a classroom setting? The digital training needed to be at least as effective, with sufficient interaction and practical application.However, the didactic challenges were minor compared to the practical and technological ones. In countries like the Netherlands, a fast and stable internet connection is taken for granted, but in the regions where Wilde Ganzen operates, connections are often slow and unreliable. Sometimes, there’s no internet access at all.On top of that, many people don’t have access to a desktop computer or laptop, and most only have a basic smartphone. How do you enable people to follow a digital training without internet and on the small screen of a simple mobile phone?

The concept

Accessible training for everyone

In 2023, Wilde Ganzen developed two high-quality hybrid training programmes in collaboration with aNewSpring: Local Fundraising and Mobilising Support. These programmes are specifically aimed at social changemakers in low- and middle-income countries, providing them with practical tools and knowledge to achieve their goals. The training is free and available in four languages, making it accessible to a wide audience.To ensure that as many people as possible can participate, Wilde Ganzen focused on mobile learning. The courses are designed so that learners can follow them even with a basic phone.And for those without internet access? Wilde Ganzen is experimenting with various solutions to make the knowledge available offline, such as an offline app and a smart device that contains the entire e-learning course and acts as a server with a local network.

User-friendly and engaging learning journeysWilde Ganzen chose aNewSpring for its user-friendly interface and the ability to create customised training that meets the specific needs of the learners.The training includes plenty of interactive elements such as videos, quizzes, and discussion groups, allowing learners to apply their knowledge in practice and learn from each other. This increases learner engagement and ensures better retention of the material.Additionally, a learner tracking system was built using aNewSpring’s notification engine. At various points before, during, and after the training, learners are encouraged to continue their learning journey.Thanks to the integrated survey functionality, Wilde Ganzen can continuously measure the effectiveness of the training. All learners receive a survey after their training, providing ongoing feedback that helps improve the courses and allows for immediate adjustments when necessary.

Interactive and practical training approachThe goal of the Change the Game Academy is to provide an interactive and practical learning journey. The training encourages learners to actively engage and develop a concrete action plan that is directly applicable to their own organisation or community. This action plan is tailored to their specific situation, allowing them to immediately start implementing what they have learned.The training offers various tools to support learners, such as:<ul><li>Templates: For creating advocacy plans and fundraising strategies.</li><li>Step-by-step guides: For applying for grants and approaching potential donors.</li><li>Case studies and best practices: The programme integrates success stories from learners who have raised funds using their new skills. These examples inspire and motivate new changemakers to apply their abilities, creating a positive learning cycle.</li></ul>Additionally, Wilde Ganzen integrated H5P into the learning journey for extra interactive features (such as flashcard exercises and timelines) and developed customised interactive elements in JavaScript, such as a Game of Life exercise. In this exercise, learners follow four individuals through key life events, where they must consider their limitations and put themselves in their shoes.Upon completing the training, learners receive a free certificate accredited by NCOI University of Applied Sciences. This certificate recognises their commitment and boosts their confidence in their own abilities, ensuring they feel better equipped to make an impact in their community.

The results

Positive oucomes

Since the new training programmes went live in December 2023, over 8,459 social changemakers have participated, with an average completion rate of 78%.The results speak for themselves:<ul><li>94% of learners felt better equipped to raise funds for their organisation after the training.</li><li>Two-thirds of learners reported that they had successfully raised additional funds thanks to the training.</li><li>The course has an average rating of 3.7 out of 4.</li></ul>These figures demonstrate that Wilde Ganzen&#039;s new approach is working. Learners have greater confidence in their fundraising skills and are achieving concrete results that contribute to positive change worldwide.Kalappa puts it this way: &quot;This training really gave us a boost and made us more proactive. We even managed to make contact with the German consulate, which supported us with resources to start a library and a science laboratory. The lessons from the Change the Game Academy training remain relevant to this day and will continue to be in the future.&quot;

Awards

A training with a touch of gold

In 2024, Wilde Ganzen won significant awards for their Change the Game programme, a fantastic recognition of the strength and impact of their training initiative.aNewSpring Training Improvement Award The Change the Game Academy programme won the <a target="_blank" href="https://www.anewspring.com/awards">Training Improvement Award</a> for its strong social impact and user-friendly design. The jury was impressed by how the programme supports changemakers in low- and middle-income countries, with interactive elements and a visually engaging learning environment that make the learning process both effective and accessible.

Watch the story of Change the Game Academy

Learning Technologies AwardAdditionally, the collaboration between Wilde Ganzen and aNewSpring was recognised with a gold award at the Learning Technologies Awards in London.The Change the Game Academy secured first place in the Best Learning Technologies Project - Public &amp; Non-Profit category. This prestigious award was granted due to the strong impact of the programme.The jury particularly praised the focus on the target audience and the practical examples in the training, which provide relevance and inspiration for the learners. The powerful stories about the impact of the training, incorporated into the programme, further improve its effectiveness. These stories left a lasting impression on the jury.

Winning these awards motivates Wilde Ganzen to continue improving their training and expanding their impact. They remain focused on reaching more social changemakers and providing the necessary tools and knowledge to truly make a difference in their communities. A perfect example of Help People Learn.

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Wilde Ganzen partners often rely on foreign funding and government aid, making them vulnerable. But the Change the Game Academy offers a solution.

Wilde Ganzen: Digital training for social change

Digital training for social change

Let’s be honest—many of us have experienced those impersonal, one-size-fits-all training sessions that feel more like box-ticking exercises than actual learning. The rise of &#039;Netflix for learning&#039; models, where users choose and consume self-paced courses, seems convenient at first.However, the reality is that this often lacks the engagement, coaching and real-world application necessary for true professional growth. Companies frequently find that this model doesn’t deliver significant results, leading them to search for more customised and impactful learning solutions.

Blended approachPersonalised learning addresses this issue by customising the experience to fit the specific needs and preferences of customers and learners. Instead of choosing e-learning only, many training providers take a blended approach: combining elements like self-paced online activities with individual coaching, hands-on activities and live sessions. This approach encourages a deeper connection to the material. This way, professional development becomes a more meaningful and effective process.But how do you create training that is more engaging, personalised and has that human touch, while still keeping it scalable? That’s exactly where training provider Cambiana makes the difference.

Cambiana

Cambiana is a training and coaching company that designs personalised leadership and team development programmes for businesses of all sizes. They offer learning experiences that are adaptable and flexible, available as fully online, face-to-face sessions or a combination of the two.Cambiana’s programmes cover a wide range of subjects, including communication, change management, teamwork and personal growth. The company operates globally, offering training in multiple languages and focusing on measurable results that help organisations and individuals see the impact of their learning. Since they started in 2011, Cambiana has worked with over 75,000 learners around the world.

Impersonal & unstructured learning paths

Cambiana’s founder, Gaëlle Piernikarch, was ahead of the curve, realising the potential of technology to improve learning even before the pandemic hit. She recognised a growing demand for training that is flexible and personalised—learning journeys that not only teach skills, but also lead to long-term behavioural change.However, the early versions of their training were not as flexible as they envisioned them to be. The company&#039;s initial digital tools didn’t fully deliver on their promise. The standard e-learning options available at the time were not adaptable or engaging enough.

The difficultiesFirst, there was no coherent and structured learning path for learners, particularly when combining self-paced activities with live sessions. This lack of structure made it difficult for learners to navigate their journey and ensure consistent progress. Without a clear, integrated path, learners often got lost on their journey, struggling to connect the different components of their training.Additionally, creating customised versions of each course for different clients was a hassle. Customisation, such as adding industry-specific examples or case studies, was time-consuming and inefficient. The old platform did not easily support tailoring content to the specific needs of individual clients, making it challenging for Cambiana to deliver personalised training at scale.The platform also lacked a variety of didactically sound learning activities. Key elements like reflection exercises, feedback activities and other interactive tools—essential for deep learning—were either missing or difficult to implement. This restricted the ability to fully engage learners and drive long-term behavioral change.

Focus on personalisation

To solve this problem, Cambiana developed a new approach to training, focusing on flexibility, engagement, and personalisation. They created a learning journey, in which they use a dynamic blend of e-learning modules, personal coaching sessions and interactive exercises aimed at supporting the growth and development of every learner. This approach combines the convenience of on-demand learning—where learners can go through material at their own pace—with live sessions that provide real-time interaction and support.

A human touchAt the heart of Cambiana’s method is personalisation. Every learning journey is customised to fit the individual needs and goals of learners, whether they are new leaders, experienced executives or team members looking to develop new skills. Using technology and insights from personal assessments, the company ensures the training is relevant, effective and aligned with the learner’s career growth.Cambiana also recognises the value of different training methods and offers a balanced approach. While &#039;Netflix for learning&#039; models might offer convenience with self-paced e-courses, they often lack engagement, relevance, and human connection. Cambiana counters this with a personal and motivating approach, ensuring that learning is not just consumed but truly absorbed and applied. Their e-courses provide the flexibility of short, manageable sessions that fit into a learner’s daily routine, ideal for those who prefer a self-paced style.However, Cambiana understands that many learners still appreciate the human touch—a key element missing from many standard e-learning platforms. Bringing 20 people together for in-person training can be challenging. So, the company has designed programmes that customise to specific roles, industries or company needs, combining e-learning with personal coaching and reflective sessions. This hybrid approach creates a thorough and effective learning experience that not only transfers knowledge but also ensures measurable outcomes. Cambiana continues to coach learners across multiple courses, supporting their growth as they progress in their careers.

Cambiana came to aNewSpring in search of a training improvement engine to power their ambition to create engaging, adaptable and personalised learning journeys for their clients, and it proved to be the perfect fit. With its modular setup and wide range of interactive tools, aNewSpring gave Cambiana the flexibility they needed to design dynamic learning programmes that could easily be customised and scaled.The learning journey platform now allows them to offer a seamless blend of various learning activities in a clear, organised timeline. This ensures that learners always know what to expect, making their progression through the course more intuitive and structured. No more learners lost in the labyrinth.

Going beyond simple knowledge transferThey can also easily create multiple versions of the same course, tweak content to include industry-specific examples or case studies, and even combine existing modules to build entirely new, personalised training experiences. That means more happy customers and heaps of time saved, that can now be invested in helping individual learners succeed.Moreover, the platform’s variety of interactive tools introduced a greater range of didactically sound activities, such as reflection exercises and feedback sessions. This enriches the learning experience, improving knowledge retention and encouraging the practical application of skills. As a result, Cambiana’s training programmes now foster significant professional growth for participants in various business environments, going beyond simple knowledge transfer to drive lasting behavioural change.

Strong sense of community among learners

Cambiana’s new approach has delivered impressive results. Learners report gaining practical skills and knowledge that they can apply directly in their roles. They also feel more confident and better equipped to tackle challenges at work. These outcomes are reflected in the positive feedback collected through mid-term and end-of-programme evaluations, which show high levels of engagement and satisfaction.

Learner testimonialsOne participant praised the training structure, noting: &quot;Modules are clear, structured. The material isn&#039;t overwhelming, and it&#039;s self-paced. The training gives clarity on what are the important topics to work on.&quot;In the Becoming a Leader course, Cambiana asked their learners if they would recommend it to their network, and all of them responded with a resounding &quot;YES&quot;.Additionally, a client highlighted the impact of the program on leadership development, saying: &quot;The recruiting aspects and the reflection on your personal leadership focusses were particularly impactful.&quot;Learners particularly value the personalised support they receive throughout their training journey. This has helped Cambiana create a strong sense of community among their learners, even in online settings. By mixing technology with human interaction, they ensure that learners are not only learning but also building meaningful connections with coaches and fellow learners.

Cambiana has been nominated for the 2024 Training Improvement Award.

About the training

The impact of Cambiana’s programmes goes beyond knowledge transfer. Learners experience real behavioural changes and understand how to apply what they’ve learned in their everyday work, leading to improved team dynamics and stronger leadership skills. The company tracks these outcomes using both quantitative measures, like retention rates and qualitative feedback, as well as qualitative feedback, ensuring that they continuously improve their offerings based on actual results.Cambiana even sees customers who had switched to one-size-fits-all training libraries return, seeking the relevance, personal touch and meaningful interaction that those solutions lacked.

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