Breathing New Life into Lifesaving Training, Global Humanitarian Non-Profit

Breathing New Life into Lifesaving Training, Global Humanitarian Non-Profit

Non-Profit Industry Case Study

How does an organization embed training without disruption to its workflow?

A global humanitarian nonprofit needed courses for volunteers, who make up 90% of the organization’s workforce. The courses had to include critical content covering a vast amount of information in an easily digestible format to quickly educate without overwhelming learners. This needed to be done while the client had unpredictable availability due to performing vital work responding to disasters.

What was Clearpath’s solution?

Clearpath worked as a partner to our client while an active disaster was unfolding. Our learning analysts and project managers worked on material development so the client could focus on the important work they do best. We used a sprint-based methodology combined with ADDIE to fast-track training development without sacrificing detail. We also offered logistical support, providing guidance on best practices for experiential learning.

How does the program keep learners engaged?

The new training was clear and contemporary. A Learn-Do-Grow model was parsed over a series of days, easing the burden of learning for a volunteer workforce. We built in those often-missing course cues and patterns that help learners categorize and communicate large amounts of information. Great attention was paid to the look and feel of the training so that it aligned directly with the client’s brand. Volunteers were reminded—visually and contextually—that they belonged to an organization that is a force for good.

What happens when something changes?

Just as the nature of our client’s work revolves around the unexpected, so does our approach to training. We’ve been providing on-demand custom design and development for our client for several years. As new needs arise, we build learning to accommodate.

How was the program adoption?

Working with our client’s development team, we were able to advise and assist in their adoption efforts. Leadership was not required to be involved in deployment, freeing them up to focus on the recovery work at hand. Volunteer learners appreciated having concise, clear, and comprehensive training—of the utmost importance for their safety and the efficiency of crisis management.

What was the outcome?

The project was well-received by both organization leadership and volunteers. Self-paced learning was particularly valued, given the time constraints volunteers often have. We continue to work with our client to apply similar methodologies to other learning programs, including innovative blended learning approaches and training solutions for scenarios where resources such as electricity are unavailable.

What question does your business need to answer?

Changing or expanding a learning and development program will impact an organization’s workflow. But that impact doesn’t have to be negative. We can work with you to streamline the process, take on the tasks you don’t have time for, and create a product that is valued at every level—from the top of leadership to the newest employees. What questions have you been asking about integrating L&D changes into your workflow? Contact us to learn how we can help you ask the right questions and find the right answers.