Film as a key tool in successfully delivering learning and development content – a case study by Anthony Howell, Commercial Director Lilac Howell.
As visual content creators, we have often spoken to our clients about the value of using film as a means of enhancing their learning and development programmes.
Long before the pandemic, we were suggesting ways in which short-form (typically 30-90-secs), interactive and even VR films were a great way to better engage the learner, test knowledge and maximise learning outcomes. Once Covid-19 bit into training departments, interest was sparked.
In early 2022, we had an in-depth conversation with one of our long-standing clients, Ben Parish at Network Rail Route Services. Ben is responsible for Workforce Development in relation to Level Crossings across the UK.
His ambition was to move away from slide-based delivery of content, to utilising film in his training programmes for Level Crossing Managers, or LCMs, which had undergone a full redesign of the content some 18-24 months prior. In other words, to embrace digital media to re-engineer their training delivery.
In his mind, introducing films into LCM training materials was essential. Not only did they help to bring the content to life, which can be dry and overly technical at times, but they also made training content more appealing to different learning styles.
Furthermore, through the use of personal testimonies, case studies and virtual site visits, such content was much more engaging and interactive, which from a delivery perspective helps with delegate attention, involvement and enthusiasm.
In addition, according to Ben, replacing physical site visits with well-planned and executed virtual content, removes the requirement for inexperienced delegates to visit a live trackside environment, offering obvious safety benefits and supports Network Rail’s ‘Everyone Home Safe Everyday’ Health and Safety messaging.
So, the reasoning to use film was sound. We just need to scope it out and deliver.
Over the course of nine months, we filmed up and down the country at all manner of level crossing types, often in all weathers. We filmed on specific aspects of the LCM role, alongside numerous other, topic-specific subjects.
In all, we must have shot over 35 films of varying duration, some stand-alone films for inclusion into the LCM Training Programme and others, often the short-form ones, for inclusion onto a specially created learning platform – of which more of later.
For now, I want to pick out three specific LCM films for special attention:
- The ‘A Day in the Life’ film showcases the diversity of the LCM role, the criticality of what they do, and how they play a pivotal part in working toward Network Rail’ safety vision of ‘Everyone Home Safe Everyday’. It is also a critical tool for those new to role, serving as an introductory piece in their professional journey. It also provides a solid indication to the broader business about what this key role within the organisation does.
- The ‘Why do we have LCMs?’ was used to storyboard the role of the LCM. It centres on the background to the organisational change, the role concept, what they do and the service that they provide, and why the organisation needs them to fulfil its core duties under health and safety law. Again, this is an important training tool time for those new to role. It has been successfully used time and time again since its creation. It serves to instil the importance of what is expected and required of anyone who becomes a level crossing manager.
- Finally, the ‘Why do we have narrative risk assessments? film, in keeping with the ‘Why do we have LCMs?’ film; underpins the importance of the risk assessment process. It talks about Network Rail’s legal duties, their growth as an organisation, what the narrative risk assessments are used for, the importance of high quality and consistency, and how critical they are to the business.
This is also targeted at those new to role, and like its partner film, serves to scene set and generate expectations that level crossing managers must achieve.
As Darren Cottrell, Network Rail comments:
“All three films, scripted by us, brought to life by a Level Crossing Manager, and combined with the superb cinematography and directorship by Lilac Howell, has given us a superb product that everyone should be rightly proud of. All three are firmly embedded within our training materials and have been used on multiple occasions, to great acclaim”.
With the content created, the conversation turned towards how to access this learning content. From those familiar with Network Rail’s IT protocols, it would prove tricky to have this content embedded into their current systems.
So, we suggested a stand-alone solution – an independent platform, created using ‘Articulate’ and protected by requiring login and password details.
This was a new direction for Lilac Howell (and indeed, for Network Rail) – creating the content and the platform to give our client a complete end-to-end solution and its one that has proved very attractive.
A few of our other clients have recently discussed the possibility of doing something similar with their online learning approach, after we’d shown them what we’d done for Network Rail.
What do we want you to take away from this article?
Firstly, we are immensely proud of what we have produced in partnership with Network Rail over the last 18 months. From planning, filming, editing and publishing a huge amount of content, to the creation of a dedicated delivery mechanism, we have contributed greatly to the enhancement of their LCM training programme.
Secondly, to state that film has a very important role to play in the delivery of learning and development. It can make it more appealing, more engaging and more interactive. It can also save money; the option to use film instead of costly physical visits is a viable and effective one nowadays.
Thirdly, film can empower the learner to author and direct their own learning journey, to access learning materials at a time and place of their choosing and refer to them in the course of their job role – essentially ‘learning in the flow of work’.
Finally, that Lilac Howell are old hands at this type of content creation and we enjoy planning and executing this kind of multi-level brief. We’re keen to do more of this type of work.
As Ben comments:
“I have had the pleasure of working with Lilac Howell on a number of projects over a number of years, all centric to level crossing manager training and competence. Firstly, the team led by Ant and Steve are professional and knowledgeable and work with their clients to deliver the desired results. Through effective collaboration, combined with our clear goals and their creativity, the final products speak for themselves”.
For now, I’ll leave you with this thought.
Learning becomes easier and more engaging if your content can be seen – human beings are visual creatures, so show them, don’t tell them.
If you can pull this off successfully, your organisation’s learning and development programmes will be elevated to a whole new level.
