Achieving success at The Institute of Leadership & Management

The Institute of Leadership & Management (TILM)  needed to completely revamp their proposition to members and the wider market. This wasn’t just a new website, they wanted to do something that surpassed any digital learning experience in the membership arena that would totally engage users and attract new audiences.

Kate Cooper from TILM speaks about achieving that success created by working with Meta Capability.

Royal Institute of British Architects CPD success

The Royal Institute of British Architects (RIBA) mandate that each member must carry out 35 hours of CPD in ten specific areas of architecture every year or they will lose their membership. If you are not a member of RIBA, then it can be difficult to practice as an architect.

The challenge for RIBA was there was no easy online way of enabling members to submit and prove the CPD they had carried out and members were frustrated with this experience, especially if they were in the 5% of 28,000 members that were audited each year.

What the video below to see how they turned a massive challenge into a huge success!

Carrying out and demonstrating CPD – does it really have to be so hard?

Millions of people worldwide are mandated or encouraged to complete hours of CPD each year as part of their membership to professional organisations. Most people do this over and above their normal work – so in their spare time – and therefore the importance of making it easy and engaging is paramount.

However many Membership Bodies struggle to provide this service is an enticing digital form which can add tremendous value to the member.

Let’s take a closer look at some of the challenges and opportunities.

Access to high quality, reliable and relevant content

It’s so important for members to be able to read or watch quality content that will help them in their career and CPD goals.

Yet currently it’s a minefield, not only to find reliable content online, but also to assess whether it will add any value towards specific CPD goals. Even if the content exists on individual Membership Organisation (MO) websites, few websites have a common taxonomy that links all useful assets together so that members can learn more about the standards, qualifications and topics that are most relevant to them and most important for how they will be measured.

The solution is easier access to quality content in bite-sized form. This will enable MOs to attract and retain more members through providing a crucial service that members can actually rely on to support them.

Timely consumption of CPD

The more time you spend looking for content the less time you have to devote to CPD. Frustrating, and especially so when you consider that employees have 24 minutes every week to learn (Bersin by Deloitte Research).

So, on the basis of 24 minutes a week, members need to be able to carry out CPD on demand and on the move. The solution is easy access to content via their mobile devices and a level of automation so that this content can directly match to the gaps in their CPD goals.

This will increase the frequency of engagement and maximise the precious time they have to learn. Especially important if MOs are to attract a younger millennial generation – 50% of the working population by 2020 – who are critical to their longevity.

Ability to demonstrate completion of CPD

So, a member has gone to great lengths to find relevant quality CPD material, they have found time to consume it, but now they have to demonstrate what they’ve carried out. This is where it can get even more time consuming and where many members start struggling to see the value.

The solution lies in technology and it already exists. You can tell the second a user stopped watching a video, the page someone dropped out of a PDF, what theme of content they like or follow and QR codes can be scanned to verify attendance at key events and courses. All of this data can be used to verify CPD activity and automatically update CPD records in the MOs platform.

This will encourage more commitment to CPD by making it easier to register and monitor consumption

Recognition for completing CPD

Everyone likes to be recognised for their achievements, especially if they have gone to the effort and devoted precious time. This is not new but widely supported:

  • 69% of employees would work harder if they felt their efforts were better appreciated (Globoforce)
  • Companies with recognition programs that are highly effective at improving employee engagement have 31% lower voluntary turnover (Bersin)

Currently, it’s still common for MOs is to issue a certificate, which even in PDF form is hard to post online and not really transferable to LinkedIn or other social platforms that most members will be using.

The solution is a digital badge customised to the MO and which can be posted online to demonstrate CPD achievements. This means less enforcement and more encouragement by the MO to carry out and complete CPD.

Monitoring and encouraging CPD activity

Many MOs are informed of their members CPD activity and achievements via forms, PDFs or spreadsheets, which is a manual process and therefore time consuming and cumbersome. There are also cases where CPD records get lost or mixed up, which is frustrating for everyone.

The solution is to automate so that the administrator can see precisely what any member has completed and what they have left to do against the deadlines set. This would free up more time to spend on proactive things such as curating quality content for the membership.

Furthermore, automation of CPD activity makes it easy to see the progress of every member and to automate encouragement emails against certain bands of activity. This can be very useful to members as often they are not aware that they are behind and are grateful for an encouraging prompt. This can be handled on an individual basis or in batches similar CPD achievement.

Analysing data on CPD activity to inform improvements

  • Automation of CPD activity and achievements will enable MO’s to analyse the overall data on all of their members and provide insight such as:
  • How many members have started their CPD and how many hours have been completed
  • The most popular CPD topics/goals
  • The percentage of the membership complete their CPD goals each year
  • The most popular content, which can in turn inform the content strategy for the MO.

And this is just for starters…

This article originally appeared on the Metacapability blog

Webinar event:

Is your CPD programme a membership magnet? Join Meta Capability on 17th June 2020, at our free webinar to learn first-hand why digital CPD and personalised learning can increase member value and transform engagement. Click here to book your place

Why you have to make the jump to eLearning now


The coronavirus pandemic has forced every business to look at its ways of working and to find ways that enable business interactions to continue online.

Face-to-face has been the preferred approach for most businesses, yet suddenly this now not an option. This represents an existential threat to huge numbers of organisations across the economy. However, for those who adapt rapidly this crisis may become a way for remote working to become more effective and ultimately create competitive advantage in a hugely challenging marketplace.

A three-point plan for making eLearning work for you

The three-point plan seeks to do the following:

  1. Implement an online learning and communications portal to connect to all employees
  2. To digitise learning materials so staff can train remotely, keeping up to date and continue learning new skills
  3. Put key performance support resources online to provide employees with relevant, tailored ‘in role’ guidance and support

Let’s look at what we mean by each of these points in turn:

Implement an online learning and communications portal

Find a learning partner who can provide the right Learning Management System (LMS) for your needs. They should be able to provide the following key elements:

  • Modern cloud based LMS that is intuitive and easy-to-use and branded for your business. It’s not necessary to go for a temporary stop gap solution, so don’t be panicked into the wrong decision. You may have to accelerate your evaluation and decision process, but if you know your key needs then you should be able to ensure they are fully met for the immediate short term needs and also for your longer-term requirements
  • The LMS must be easy to implement quickly and at low risk to your organisation, so ensure your chosen supplier has done it before and is a reliable supplier. Check out their references, see who else they have provided systems to
  • It should provide native mobile Apps for iOS and Android mobile or tablets. Mobile is increasingly important and native Apps give a better user experience
  • The LMS should be configurable, with options such as Single Sign-on (SSO), HR (or other) existing core systems integration capabilities, configurable user profile information, etc
  • A learning specialist who can help you determine the best online learning approach

Once the LMS is in place, you need to consider how it should be used to best effect within your organisation. You may wish to use the expertise available within your learning partner. They should be able to assist you in a range of ways, but the two main ones we will focus on here, are points two and three of the three-point plan.

Getting your learning materials online

Some training will be mandatory, such as compliance and regulatory based courses. Other training will be intended to provide key the knowledge and skills needed to perform effectively in their roles. This may include background information and reference materials as well as immediate just-in-time training and support tools.

Start with an evaluation of your existing materials. You may already have some eLearning courses ready for use and you will almost certainly have a range of other materials, which may be suitable such as PowerPoint presentations, recorded webinars, reference and policy documents, podcasts and videos. Be careful not to fill your new learning environment with unnecessary ‘noise’. Remember that it’s better to start with small amounts of relevant and up to date material that will actually be of use to people.

You may wish to buy in pre-prepared eLearning courses on a range of topics, and this can be a good way to provide a wealth of training to people who may find themselves with some time on their hands as they work from home.

Finally, you may wish to prepare learning materials on specific areas for specific groups of your employees. eLearning can be useful, but if you are providing mobile solutions then microlearning, video and podcasts are cheaper and quicker to produce and easier to use on a mobile or tablet.

Getting performance support resources online

Performance support materials are those key video guides, manuals and other documents that help your staff to deliver in their roles. Putting these online and easily available will make it easier for your staff to do their jobs faster and more accurately than before. Mobile access is important here as mobiles and tablets are more readily usable in most situations. But remember to have an attractive and fully working online equivalent for those people who prefer, or need to have access to materials in the traditional way via a laptop or PC.

Typically, performance support resources may include any or all of the following:

  • Video or audio how-tos
  • Checklists
  • Best practice aide-memoires
  • Templates for repeatable tasks or activities
  • Guides containing hints and tips
  • Case studies to reinforce key learning points
  • Standard forms and questionnaires
  • PDF documents as reminders of key processes or procedures

Final thoughts

As you adjust to a new way of working, you will need to think through how best to support your people. The tools and methodologies are all out there, and it’s not rocket science. The key takeaway from this blog is to pick your supplier partner carefully and make sure that they have reliable, safe and proven solutions, but are also prepared to work closely with you to ensure you are supported at all stages and that you are successful in what you are trying to achieve.

This article appeared originally on the Agylia blog at