WHITEPAPER

Ethics & Compliance training that works

Elevate online training with experiential learning

The massive global pivot to remote work has brought new compliance pressures and dilemmas for employees, as well as
shifting risk priorities like data privacy. These conditions put greater emphasis on the importance of training employees
with an agile suite of tools that includes online experiences, collaborative technologies and in-person conversations.

Online training in particular brings significant advantages, particularly for companies with global workforces that are
remote work enabled—but only if training formats are flexible, mobile and engaging.
An engaging online training approach makes learners • 80% are not entirely confident their E&C programs
the focus, not the content. For example, dynamic sce- are raising awareness and understanding of regula-
narios trigger emotional and intellectual connections tions and creating uniformity and standardization of
with the material in a way that flat, frontal presentations work methods.
of facts and rules do not. The right online curriculum • Fewer than 35% believe that their programs manage
also encourages ongoing reflection instead of merely risk more successfully.
rewarding rote memorization.

Why do so many E&C professionals feel that their pro-

Done right, online learning becomes a motivator of
grams miss the mark? One reason is that companies
employees instead of a burden. At SAI360, we have
often deliver online training in a manner that inadver-
over 15 years of experience building E&C programs
tently creates barriers to effective learning. Common
that are flexible, measurably effective, data-driven, and
mistakes include:
employee-centric. In this whitepaper, you’ll learn how to
build a best-in-class online E&C training program that:
• moving in-person frontal lectures to video format
without consideration for online attention spans;
• makes e-learning lifelike and relevant;
• repeating material in a manner that tires and bores
• better engages learners; and
learners;
• increases adoption rates of desired behaviors that
• relying on content that is outdated or not refreshed
address high-context risks.
often enough, leaving workers feeling chronically
undertrained; and
MANY E&C PROFESSIONALS • utilizing content that doesn’t relate to learners’ day

LACK CONFIDENCE IN THEIR to day work experiences and situations.

TRAINING PROGRAMS It’s not enough to merely digitize face-to-face training

Initial research findings from our 2020 Ethics and Com- curriculum. To keep learner engagement and moti-
pliance Benchmark Report Survey indicate that Covid-19 vation high, online training formats and content need
abruptly sped up the timeline for industry adoption special consideration. Successful e-learning in the
of online and mobile E&C training formats. Our data analog age requires an approach that implements
suggests the vast majority of ethics and compliance experience-based learning through interactive scenario
training is now consumed on computers at desks in training.
offices rather than in-person.
EXPERIENCE IS THE BEST
However, warp speed implementation of modern tech-
nologies hasn’t brought in its wake an increase in the
TEACHER
perceived value of E&C programs. Responses from E&C Learning methods have varying degrees of success.
professionals surveyed in our study indicate there is still When we read something, we retain only about 10%
much work to be done on the training effectiveness front: of that content well enough to remember it long term
and apply it. When we do something, on the other hand,
• 84% report that they train employees with learning retention skyrockets to 90%. Overcoming a challenging
experiences that are not specific to the roles and problem further cements long-term learning, and reten-
responsibilities of each individual. tion deepens even more through active reflection.

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The process and details of experiential learning were laid out by educator David
A. Kolb in his 1984 Learning Cycle:

Concrete
Experience
(to have an experience)

Experiment KOLB Reflexive

Actively LEARNING Observation
(try out what (review/reflect on
you have learned) CYCLE the experience)

Abstract
Conceptualization
(infer/learn from
the experience)

1) Concrete experience is the starting point of a learning process, so long as

that experience has authenticity (that is, results in observable consequences
for the learner).

2) Reflective observation allows the learner to mentally play through possible

causes of the experience and detect inconsistencies between the experience
and the learner’s understanding.

3) Formation of abstract concepts leads to generalization when new ideas arise

from concrete experiences and underlying principles are recognized. The
learner draws conclusions which become new knowledge that can be trans-
ferred to other situations.

4) Active experimentation with newly acquired knowledge is the fourth step in

the process. The learner applies new knowledge to real life situations, which
gives rise to new concrete experiences and the cycle begins again.

Learners can enter training on a topic at any point in the learning cycle, depending
on prior knowledge and previous learning situations. Each run through the cycle
deepens learner knowledge and increases competence.

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 simulations, videos, short five to ten-minute courses,
MAXIMIZE ONLINE LEARNER and performance support tools.
ENGAGEMENT WITH SAI360’S
ENABLE LEARNING ANYWHERE, ANYTIME.
BEST PRACTICES
It strengthens the autonomy of learners if they can
We’ve spent 25 years in the trenches helping organiza-
learn where and when they want. Thanks to responsive
tions prepare for, respond to, and learn from ethics and
design, training courses can be accessed independently
compliances threats of all shapes and sizes. During that
of an app and on all types of end devices—whether
time SAI360 has developed a formula for highly effective
laptop, tablet, or smartphone.
experiential E&C training programs. Modularity, variety,
entertainment, and interaction are at the forefront of RECOGNIZE THE BENEFITS OF SNACKABLES.
our approach which is based on Kolb’s learning cycle
and augmented by a variety of other modern teaching Micro refreshers can have a big impact. Not every
methods. training session has to take up a big block of 30 or
60 minutes. Sometimes you reap more interest and
Following are some of the online training best practices retention with a two-minute video or a five-minute quiz.
we’ve refined through decades of experience custom-
izing and supporting E&C programs for Fortune 1000 MAKE IT INTERACTIVE.
companies:
Phases of passive information intake should always be
supplemented by interactive phases in which learners
KEEP INSTRUCTIONAL ELEMENTS SHORT.
have to become active and make a decision. In this way,
Learners who are presented with large chunks of one- theoretical knowledge imprints powerfully as action
way static content will only be able to follow attentively knowledge.
for a certain length of time. Videos, texts, and other
linear media without interaction should not last longer USE STORYTELLING.
than the average attention span of online learners.
When content is packaged in a story, learners better
identify with a scenario and its protagonists. Emotionally
INCORPORATE RELEVANT AND AUTHENTIC WORK-RELATED
relating to the people involved and understanding their
ISSUES IN SCENARIOS.
motives strengthens the bond with the scenario problem,
A product manager in a startup is only slightly reflected which ultimately improves analysis and retention of the
in an outdated scenario about an HR manager of a lessons.
public authority. The scenarios should be adapted to
the real-life roles, workflows, and tasks of the learners. AVOID REPETITION.

Refreshers are a must but presenting the exact same

INCREASE ENGAGEMENT WITH VARIETY.
content again 1:1 is a no-go. Instead, introduce vari-
Online training material should alternate between ations of the topic, present new problems within the
different forms of media, providing learners with a same construct, or make changes to format layout and
diverse variety of training styles to keep them engaged. design. Even small modifications will help capture and
Learners lose interest when monotonously clicking retain the attention of learners.
through question-and-answer pages of identical format.
A best-practice E&C training program blends games and

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 YEAR 1 YEAR 2 YEAR 3

Basic Training: Blindspot: Dealing with

Preventing Bribery Anti-Bribery Dilemmas:
& Corruption Anti-Bribery
Explainer Videos

STIMULATE REFLECTION THROUGH AMBIGUITY. • Explainer videos: Brief videos (typically one to five
minutes in length) that educate and inspire on a
The world is not black and white. Why should training particular topic. These videos serve as low-threshold
be? Many scenarios show dilemma situations in which learning opportunities and refreshers in between
there is no clearly defined wrong or right path. Through more comprehensive manager-led team meetings
reflection, learners can approach their own truth about or facilitated workshops.
the facts and analyze how to proceed.
• Blindspot quizzes: Engaging quizzes on select
high-context topics that have several difficulty levels
INSTILL AN INHERENT MOTIVATION TO LEARN.
and typically employ a reward system. Correct answers
Compulsory, passive learning modules often lead to earn points for learners, while wrong answers
training being completed mechanically in a tick-the-box prompt them to repeat the current difficulty level
exercise. Interesting tasks and compelling scenarios, on or return to the beginning of the quiz.
the other hand, generate self-motivation. Gamification • Multi-risk simulations: Extensive scenarios in which
elements, such as self-tests that compare personal learners take on the role of an employee or manager
scores with the team average, can also help. Learners take and must demonstrate ethical behavior in numerous
these mental stimuli with them into conversations with decisions on topics such as data protection, vendor
colleagues, sparking discussions on the training topics. bids, team performance or corruption. In the simu-
lation, learners can seek advice from colleagues,
friends, and the compliance manager and then
COMBAT SCREEN FATIGUE reflect on their decision-making process.
WITH MICROLEARNING
FORMATS MULTI-STAGE TRAINING
When building an online training program, deliver CAMPAIGNS REINFORCE E&C
training in small chunks that are strategically targeted
to high-context internal and external risks. Shorter
PROGRAM SUSTAINABILITY
formats play well to online attention spans, improve Optimally designed training modules are just the
the resonance of scenarios, and give learners more beginning. As building blocks of a comprehensive
time to process and operationalize the lessons. training concept, they work best when deployed within
multi-stage programs customized to the needs of
SAI360 has developed a variety of microlearning individual companies. In this way, workforce aware-
training modules that can serve as building blocks of ness of compliance protocols and familiarity with
highly effective online E&C training programs: trained topics grows, step by step.

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The graphic above illustrates an example of a sustainable, multi-year training
campaign based on Kolb’s learning cycle.

The launch of the new compliance training program is primed through internal
corporate publicity and announcements. Compliance managers work with each
learner to determine their personal training needs and jointly develop objectives.

During the first year, basic training lays foundational understanding of the topic
and sensitizes employees to risks and dangers. During the second year, various
training modules target high-context scenarios to deliver more in-depth training
and encourage analysis. Blind spots briefly test optimal behavior in multiple-­
choice tests. Refresher training in the third year not only reinforces what has
been learned, but also expands on the topics by asking complex questions.
Extensive, interactive case studies present learners with dilemmas in the form
of a role play and allow them to apply the full range of what they have learned.

Progress is tracked by encouraging employees in the company to use the

programs again and again. The content of the training and the asynchronous
playout offer both motivation and opportunities to spark discussions with other
employees, thus keeping key compliance issues and risks front of mind.

Data can be conveniently collected to measure, visualize, and analyze effec-

tiveness beyond completion rates, supported by SAI360’s new Global Learning
Management System (LMS). The success of the training can be seen in the
application of the acquired competencies—even after the initial launch.

SAI360 is available during and after the implementation of your training program,
offering ready support for a smooth process.

MAKE IT YOUR TRAINING:

CUSTOMIZATIONS FOR ANY COMPANY
No two companies are alike—and so any E&C training program should be
individualized. SAI360 will work with you to design a program that meets your
needs and requirements. Even if your organization is in the middle of another
program, it’s worth making the switch: Our experts can build on the training and
learning progress your workforce has already had to pave the way to learning
success from your current starting point.

Each organization that works with SAI360 has a dedicated CCEP Client Success
Manager serving as a point of content. He or she acts as an extension of your
team, advising you on all matters related to program planning, development,

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deployment, and optimization. Your decision to work Is your corporation global? SAI360 learning content is
with us is just the beginning of a partnership that we available in 59 languages. Our three-step translation
continue to build. and localization methodology ensures high accuracy
and quality for all participants worldwide.
We adapt learning content to your company’s internal
controls, prevailing regulatory environment, and the In short, SAI360 training becomes your training. Take a
culture of your company. Do you require a special focus look for yourself by testing our learning formats in key
in terms of content or presentations? We can tailor, risk areas. For a personal demonstration of our online
modify, and enrich the content of training accordingly. training courses, you can submit your contact request
If you wish, you can customize your company’s unique on our website.
learning experience from start to finish. We can also
visually modify training modules to match the branding
of your company and convey the same look and feel.

About SAI360

SAI360 is a leading provider of Risk, Learning, EHS, and Sustainability software. Our cloud-first SAI360 platform contains flexible, scalable, and configurable modules for a
better vantage point on risk management. Our unified approach to risk management is what sets us apart, helping organizations across the globe manage risk, create trust,
and achieve business resilience for over 25 years.

SAI360 is headquartered in Chicago, U.S., and operates across Europe, the Middle East, Africa, the Americas, Asia, and the Pacific. Discover more at sai360.com or follow us
on LinkedIn. To see our platform in action, request a demo.

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