Pay-to-Play Training Videos

You said.  We listened.

Over the past 18 months we have received numerous requests from Learning & Development teams and trainers, asking to use our training videos on a pay-to-play basis.

We have been listening to your requests and doing some research to find the best way to support you.

I’m delighted to announce that later this month we will be launching the first set of videos that will be available via our short-term pay-to-play video service.  This means you will be able to pay-and-play for the videos in the table below selecting from 3 low-cost options:

  • 3-day use
  • 7-day use
  • 30-day use

Each video comes with the resources you need to deliver a great training session. We have Facilitator Guides, Worksheets, Top Tips and Must Do and Don’ts.

We will launch another set of pay-to-play videos in January 2022 and a third set in March 2022.

Here are the video titles (and descriptions) that we are releasing first:

Inappropriate Behaviour and Banter

No-one should have to endure bullying and harassment at work.  These behaviours can have huge consequences for individuals, teams and the organisation.  Unfortunately, these situations are often very difficult to manage.  In this video we explore this issue from a range of perspectives and encourage viewers to reflect on how this could have been managed more effectively by Susie.

Managing Sickness Absence

Maxine is a manager who has just returned from sick leave and must now manage sickness in her own team. It all seems straightforward enough until a video shows up on social media and things start to get messy.

 

Managing Change

Organisational change and changes in process and procedure can cause stress and anxiety in staff. This short video demonstrates the importance of working with your staff to reduce anxiety and manage the emotions that change can bring about. Marion is due to have her appraisal with new manager Reena later today and is hoping to talk about her workload.

 

 

Performance Management

Addressing lateness is an important management responsibility.  This short video demonstrates the importance of understanding the underlying reasons for lateness.  Mark, the manager and his team member Emma face some tough talking before getting to the heart of the issue.

 

Personal Hygiene

Most managers dread this conversation!  But it can be managed professionally and sensitively.  This video comprises of 3 short scenes featuring Maria, the manager and her team member Richard. See how Maria finds a better approach, turning a difficult conversation into a very useful and effective conversation.

 

Dyslexia in the Workplace

The story of Scott is based on the real work experiences of people with dyslexia. As part of our diversity and inclusion agenda we invited Justin, an actor with a diagnosis of dyslexia, to work with us on the video. Justin had a significant input into the script to ensure the issues were authentic for his character

 

Late Diagnosis Dyslexia

The story of  Maya and Vanessa is based on real life experiences of staff working in large organisations. 

We are grateful to the numerous people who came forward and told their stories to help us when researching this issue.

 

Women’s Health – Maxine’s Menopause

According to the CIPD one in four menopausal women say they don’t get the support they need from their manager. Discussing the menopause is often viewed as an embarrassing or awkward conversation but it’s time that changed. It’s time to get rid of the stigma about the menopause and that means encouraging open conversations.

Women’s Health – Endometriosis

Aisha explains the impact of endometriosis and how she found that talking about her condition at work helped her manager and the organisation provide the support she needed.

 

 

Men’s Mental Health – Mike’s Story

In this video Mike tells the story of how he was struggling with his mental health following a serious incident at work. It was his manager Jim who recognised that Mike needed help. A coffee, a long walk and an opportunity to talk about his feelings meant that Mike then felt able to access the support he needed.

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