27 November 2019

Park Plaza Westminster Bridge Hotel, London, UK

  •  The Learning Technologies Awards 2019

    The Learning Technologies Awards 2019

  •  Have you got what it takes to win in 2019?

    Have you got what it takes to win in 2019?

  • Award entries for 2019 awards opening soon!

    Award entries for 2019 awards opening soon!

  •  Awards gala evening - 27th November 2019

    Awards gala evening - 27th November 2019

  •  Dates for your diary:

    Dates for your diary:

    Closing date for entry registrations: 29th June 2018
    Closing date for submissions: 31st July 2018

Submissions deadline closes in


Learning Technologies Awards winners 2017

The winners of the annual Learning Technologies Awards have been announced at a glittering ceremony in London, UK.

Over 800 people gathered at the Park Plaza Westminster Bridge Hotel in London, UK, on 29 November to celebrate the very best in learning technologies across the world. 67 gold, silver and bronze awards were handed out during the biggest gala evening to date.

Entries were received from across the globe with around 30 different countries taking part. 

The evening was hosted by comedians Deborah Frances White and Sara Pascoe.  Headline sponsors were Brandt, Bright Matter Resourcing, Brightwave Group, Growth Engineering, Highfield elearning, Kallidus, Lumesse Learning, Saba, Sponge UK and tts.  The judging partner was the eLearning Network and Good Practice partner was Towards Maturity.

Looking ahead to 2018
If you think you’ve got what it takes to be a winner in 2018 then why not enter?  Entries will be open from March 2018 and the closing date is 29 June 2018.  The gala evening will be held on 21 November 2018 in London, UK.

Best use of mobile learning


Hunkemöller & TinQwise: Live it Up! The ultimate onboarding journey

Hunkemöller is the fastest growing lingerie retailer worldwide, with ambitious growth plans meaning it faces the challenge of hiring and onboarding 20,000 new employees worldwide by 2019.

These employees needed to become confident brand ambassadors within one month with in-depth knowledge of products, delivering a consistent customer experience across all the stores. In collaboration with TinQwise the company produced an exciting blended onboarding solution that begins during the hiring process and fully exploits the unique attributes of learning via a mobile device.

Structured learning can be carried out on any device wherever and whenever the employee needs it and there are lots of opportunities for new employees to take part in social ‘events’ and use social media type options and actions. Live it Up! has proven effective and efficient. 88% of all new employees successfully completed Live it Up! within the 20 days allocated to the programme. Overall “very well done”, said the judges who were all onboard with the project.

Best use of social and collaborative learning technologies


Closed Loop Feedback – Royal Bank of Scotland

Royal Bank of Scotland (RBS) wanted to create a culture of “customer obsession” with staff in 1,400 geographically dispersed teams across Great Britain and Northern Ireland listening to, acting on and learning from customer feedback every day.

Using Workplace by Facebook meant those familiar with Facebook were comfortable with it, but it was also simple and accessible enough to be picked up by those less accustomed to social media. Also it was powerful enough to allow a range of media and feature rich functionality, available 24/7 on any desktop, smartphone or tablet.

The judges commented: “Operating in a regulated sector, where avoiding making a mistake had become more important than doing something great, this project showed real bravery”. And as proof that employees liked it – engagement exceeded expectations with around 3,000 members joining the group. Plus, an activity level that made it the top group on RBS Workplace in the weeks before and month after launch. This empowered every team to deliver real improvements for customers.


AstraZeneca with HT2 Labs

With a target audience of busy sales people – who have strong opinions of what works –research-based biopharmaceutical business AstraZeneca knew this learning experience had to deliver.

That meant the ability to drop in at short notice, to connect with small nuggets of content and to see what works from and for colleagues in the field. To achieve this the HT2 Labs’ Curatr platform was seamlessly integrated into existing infrastructure and curated content from many locations – such as YouTube videos, podcasts and articles – alongside proprietary material as the ‘trigger’ to start learning conversations.

The judges felt that this was a truly social solution, unusual in a regulated sector. Within the first 12 months 95,000 contributions had been made and 95% of participants agreed that social learning should be the preferred method of training in the future.

Best use of simulations or virtual environments for learning


ICARUS Business Simulation – UCL, Unicorn and LAS

The UCL MSc in Professional Accountancy, in partnership with global accountancy body ACCA, is unique in its virtual availability to students located around the world.

The University approached Unicorn and LAS to design and build a complex and highly immersive simulation which would allow groups of learners from around the world to collaborate and work in teams over different time zones. This was ICARUS – a sophisticated, multi-layered, immersive and above all, realistic business simulation. The judges felt that the choice of an airport as the focus was inspired because of the wide range of businesses and services and the complexities they introduce, that contribute to its success or otherwise. Particularly impressive was the ease with which the simulation can be customised and updated with real world events as they happen and how the impact of what may appear as an isolated incident can affect different parts of the business in very different ways. 

Focusing on demonstrable learner engagement and tangible outcomes required to secure the future of the programme, this project has been an unprecedented success: it boasts a 40% rise in uptake, and 95% student pass rate.


ABN AMRO & TinQwise – Dealing with conflicting interests: A VR experience

Dutch bank ABN AMRO asked TinQwise to develop a learning programme to demonstrate the effect of decisions taken at bank headquarters on colleagues in branch offices and, ultimately, customer satisfaction.

The solution combines 2D and 3D technology in a simulation where 2 players must collaborate to achieve the right balance between business results and customer satisfaction. This was felt by the judges to be “a truly ground-breaking product that uses VR for social and behavioural skills”.

Putting learners in an unfamiliar role, interacting with avatars to create empathy, is something that is not currently necessarily associated with this type of technology and has proved very successful with 86% of participants saying they would recommend this way of learning.  


Saudi Aramco – Construction Safety

Saudi Aramco is one of the world’s largest energy companies employing over 60,000 people globally, working with levels of risk that demand exceptional training.

The company wanted an innovative learning solution to help users to build knowledge on how to identify correctly unsafe acts and unsafe conditions during inspections of construction processes and tasks on construction sites. Babcock developed an extensive virtual reality construction site with over 200 variable factors to deliver an interactive learning environment closely matching the live experience.

The judges praised the depth and range of the scenarios and attention to detail which resulted in learning that is aligned to the objective, engaging and immersive.

Best learning game


Schlumberger and Learning Pool

Technology company Schlumberger’s sales force needs to be well-informed about its sector– the oil and gas industry – and understand the complexity of investment decisions customers make. This has been tackled in the past through a physical board game played in a classroom environment in which learners played the role of investors, however it took a long time to explain, was complex to play and didn’t have the global reach the company needed.

Learning Pool worked closely with the Schlumberger team to deliver an online version of the game which gives a slick, fully immersive experience leading to higher order learning. A key advantage is that the game provides an option for post-class reinforcement to help attendees retain and use key knowledge.

The solution was fun, well designed and most importantly, effective, and feedback suggests that it sets a gold standard for training in the company and will inform its future learning approach.


Child Witness Interview Simulator for UK Police

Interviewing vulnerable children as witnesses is a difficult and sometimes challenging issue for police and one where the training is generally either non-existent, prohibitively expensive or ineffective.

The Child Witness Interview Simulator has been developed by HighSkillz with the collaboration of Open University using a multi-disciplinary team. This included experts in child interviewing, police trainers, experienced police officers, game developers and academic researchers to tackle this area through the use of authentic experiences followed by the delivery of informative tailored feedback.

This was a fascinating project underpinned with impressive academic rigour, which demonstrated a 10% improvement over traditional training at a lower cost per student than face-to-face training.


Unlock: Project Management – Totem Learning

Unlock: Project Management has an ambitious aim – to help develop project management skills among all members of society.

It uses a humanitarian rescue scenario to engage the learner in seeking information, understanding requirements, organising resources, assessing risks, managing a budget, prioritising and keeping stakeholders happy. New difficulties arise along the way that the learner needs to react to and players are made aware of the consequences of poor decisions. Additional resources are also provided to the trainers, and the game has raised attendance, academic achievement and user engagement.

The judges congratulated the Totem team on the end result which they thought was impressive and applauded the approach.

Excellence in the design of learning content – public & non-profit sector


Home Office and Virtual College – Recognising and Preventing FGM

This is a project with a very powerful story. Over 140 million women worldwide are estimated to be affected by female genital mutilation. Virtual College was asked to work with the Home Office to create training which would give all safeguarding professionals the correct knowledge and the confidence to be able to improve, and indeed save, the lives of thousands of girls and women. It had to deal sensitively with a difficult topic, be available on any device and be able to be updated in conjunction with any changes in the law.

Over 128,000 people have now undertaken the training, and when asked immediately after the course, nearly 84% said they would feel ‘quite’ or ‘very’ confident when confronted with an incident of FGM.

The judges felt a huge amount of thought and planning had gone into the design of this content to make it engaging and relevant for the audience, and to address the topic sensitively and appropriately. The engagement and reaction of learners was particularly positive, and the project was well-managed to involve a wide range of stakeholders.


TrainTool & Red Cross - Developing Volunteers’ Soft Skills Online

Each year The Dutch Red Cross employs over 600 volunteers to make sure walkers and visitors enjoy the largest multiple day marching event in the world in the Netherlands city of Nijmegen. Effective communication between the volunteers is essential as they are working and living intensively together day and night for almost a week. They are a diverse group, with differing skills and the Red Cross wanted to avoid making them travel to the training, so e-learning was ideal. Participants received weekly sets of video role plays and enthusiastically started training, helped by peer and coach feedback. Afterwards they felt they had better skills and complimented the realism of the content, and when asked to grade their own skills in the three areas, their average score had gone up by over 1 point out of 10.

The judges said the tool provides an innovative way to develop soft skills using technology, addressing many of the issues that make this notoriously challenging. Although the course was non-mandatory users and stakeholders were nevertheless positively engaged.


Lumesse and The Crown Prosecution Service – Speaking to Witnesses at Court

Compelling survey evidence made this learning a winner. The Crown Prosecution Service (CPS) knows how difficult it can be for witnesses giving evidence in court, and how critical they are in securing succesful outcomes.

When research revealed that the system was failing to support effectively these key individuals, the CPS committed to finding a learning solution to enable, encourage and support the effective participation of witnesses at all stages in the criminal justice process. The audience consisted of 2000 time-pressed CPS staff working in an environment where media scrutiny made value for money a critical factor. A consultation phase highlighted some concerns from staff and these fed in to the learning, which used innovative video interviews, close-up black and white photography and carefully selected interactions to bring to life the emotional impact.

The judges felt the learning design was polished and professional, and delivered impressive results – survey feedback showed that 90% of those who were cross-examined by the defence felt that they were given enough information or support by the CPS to prepare them for the experience. That is a staggering rise from 62% in the 2015 survey.

Excellence in the design of learning content – international commercial sector



Electude is a cloud-based automotive e-learning solution used by thousands of schools, companies and governmental organisations in over 50 countries. Electude’s method is about 'learning by doing' using a unique 3D gamified learning environment. Students can complete their assignments from any location and from almost any online device.

The judges were impressed by the powerful design which uses the best of e-learning combined with simulations to deliver a meaningful experience to learners. It would be great to eventually see hard data on the results achieved by learners, but even so the judges recognised the outstanding learning content and use of innovative simulations and practical exercises to provide hands-on/experiential learning to deliver technical know-how. They also noted that instructors can use the programme as both a teaching and learning and demonstration tool – the innovative course authoring environment allows them to define unique learning pathways using both existing and user-generated learning content/assets. The judges commented: “Excellent design throughout and a well-deserved first place.”


Universal Robots Academy – Cadpeople

The Universal Robots Academy is a free online training platform for robot programming developed by Universal Robots and Cadpeople. Its objective is to create a free, accessible and scalable training solution that could grow with the company. They wanted to reach a wider audience than is possible with personal training and to attract new customers and spread the word about advanced robotics.

Overall, the judges loved the design and approach. They admired the effective use of digital simulations to teach complex technical skills and how complex engineering content was made simple and easy to interact with. They also noted that Cadpeople worked miracles with Articulate Storyline2 as they thought it was done with custom code. The uptake and completion rates are extremely positive and the resulting learning outcomes achieve the competency levels required to perform key robot set-up tasks in real environments or to gain the base knowledge/skill levels required to attend core classroom-based training.


IKEA 360° Food Safety experience

Home furnishings retailer IKEA’s challenge was to engage 25,000 busy people spread over 49 countries, speaking 36 languages with differing work environments and local regulations in one food safety compliance solution. No easy task, which it approached one bite at a time. 

The judges felt the 360° Food Safety experience was both sound in its design and innovative and were ‘very impressed’ with the range of multimedia and hands-on exercises and the incorporation of user-generated content. They liked the interaction and use of the learning as a social tool that informs team meetings and encourages colleagues to pay attention to food safety. It has an innovative content management system which delivers an attractive and flexible learning solution incorporating a diverse range of learner needs via a range of learning pathways. They felt “this could be a potentially very valuable initiative”.

All in all, a cracking piece of self-assembly.

Excellence in the design of learning content – UK commercial sector


Consent Matters by Epigeum

Consent Matters: Boundaries, Respect and Positive Intervention is an online course to help students understand sexual consent and promote positive change in the student community. It uses a series of animations, reflective activities and adaptive scenarios to allow users to consider their personal boundaries and responses in realistic situations. Poll activities also enable live social norming and a challenging of preconceptions.

The judges saw the project addressed a clearly defined need concerning difficult and delicate subject matter and was extremely well aligned with its diverse, global audience. The rich content was thoroughly researched and constructed, showing great attention to detail and high-quality case studies, scenarios and interactions throughout.

The judges said: “It is a superb example of investing in the research phase to develop a strong authentic narrative which is clearly engaging an audience not only to invest time in this learning but to continue those conversations into daily life.”


Safran Landing Systems and Learning Nexus – Revolutionising the Onboarding Process

Safran Landing Systems, the world leader in aircraft landing and braking systems, has over 70,000 employees worldwide and is ranked as one of the top “Happy at Work” organisations. Safran wanted to revolutionise its onboarding and induction process as it felt that the process had become a tedious task for both HR staff and new employees. At the same time the consistency of messages delivered to new starters had become compromised.

The judges felt the learning had an appealing design that took a brave decision to pitch itself in such a way as to put a smile on the face of new employees. They added “The well-judged aesthetics were central here – it is not always easy to pitch the use of cartoon style graphics at the right level, but this project does it with sensitivity and purpose.” 

This branding is taken through to internal marketing and collateral that further embeds the programme at the heart of the onboarding experience.


Mindful Education

Mindful Education is a digital education company that specialises in making high quality, media-rich education courses which it delivers in partnership with colleges to allow students to choose how, when and where they study.

The company is committed to bringing learning to life, using film, motion graphics and animations. The judges noted that there is much to learn from this project as an approach to moving substantive subjects online. Mindful Education has addressed the challenge that many further and higher education settings face: presenting significant volumes of content without falling into the trap of simply providing video lectures.

The investment Mindful Education makes into interactions, infographics and strict guidelines on concise messaging make its videos engaging and informative.

Best learning platform implementation


AstraZeneca with HT2 Labs

In 2016 AstraZeneca began developing a suite of social learning experiences using HT2 Labs’ Curatr platform. Designed to engage leaders within the sales organisation, the new experiences used content curated from many locations as the ‘trigger’ to start learning conversations.

Implementing the new approach has been managed in record time; just two months elapsed from the platform being procured to it being fully integrated as a ‘single-tenant’ application with AstraZeneca’s existing systems. A series of blended learning workshops brought 14 administrators up to speed on use of the new tool. These internal professionals have since gone on to create over 70 social learning experiences in the first year of operation. More than 95,000 contributions have been made by learners back to the platform and, when surveyed, 95% of participants suggested the new approach exceeded their expectations and that AstraZeneca should pursue social learning as a preferred means of training in the future.

The judges were buzzing about the innovation and high level of engagement with the target audience. They commented: “Particularly impressive was the way in which the impact of the solution had been evaluated and the clear difference it had made to the individuals and the organisation.”


Vodafone University

Vodafone transformed its approach to employee development by creating a new digital environment for learning called the Vodafone University (VFU). The vision was to move away from traditional learning systems creating a single point for all learning. The idea was to give employees an online learning platform that was easy to use through modern day technologies.

VFU brings together Cloud based Microsoft technologies and the more traditional SAP Success Factors LMS to create a truly engaging learning environment. It provides personalised learning to employees, accessible on any device any time and completely integrated into how employees work on a daily basis. The project was delivered in collaboration across the L&D teams, IT and HR operations and delivered to 26 countries in local language, on time and within budget. Employees love it and digital learning adoption has rocketed.

The judges, proclaiming it a ringing success, say: “This solution simplified and personalised how individuals access learning in a large global organisation, creating high levels of user engagement.”


IQ Students and Fuse Universal

IQ Student Accommodation had a one size fits all approach to learning and development before it launched iQ Learning. This meant being tied to the classroom, reducing their offering which meant many teams were unable to access any form of development.

That all changed when IQ Student used a single implementation from Fuse to quickly develop learning content and distribute it to field based teams. Another change has been the revolution in the use of the social elements of the solution.  

The judges saw this as a great approach to developing a learning platform that built engagement throughout the organisation with the CEO being a real advocate of what the training team had achieved. They went on: “It could easily be adapted to also support customers and was a great example of how learning technology can be used in any size of organisation to develop the performance of the company and its employees.”

Best use of blended learning - international


Hunkemöller & TinQwise: Live it Up! The ultimate onboarding journey

In 2015 Netherlands lingerie manufacturer Hunkemöller was facing the challenge of hiring and onboarding 20,000 new employees worldwide in three years’ time. Hunkemöller developed, in co-creation with TinQwise, an innovative effective blended learning solution to empower those 20,000 new employees worldwide to become confident brand ambassadors in one month. The learning solution offers blended learning in its broadest sense; an optimal combination of online learning with matching offline assignments, a buddy-system, training-on-the-job and available job aids for easy reference. The buddy makes the new employee feel welcome, guides their progress and informally introduces the new employee to the Hunkemöller culture.

The onboarding programme begins during the hiring process and before the new employee starts their first day at work. Named Live it Up! the learning programme is part of the overall learning solution which includes a Welcome App and the InTouch App.

The judges said it was one of the most exciting submissions they had seen. They added: “We loved the fact that the blend was influenced by the objectives so directly, the overall concept by the context of the employees and that a great breadth of techniques (including a good use of social learning and direct interaction with the customer in the Apps) were used. This helped learning and on-board people even before they started work producing a true blended journey. Add to that efficiency and effectiveness and you have a great programme.”


Building squad-depth rapidly, using iLead - TAOLIN (The Art of Learning International)

Titan Cement Egypt (TCE) found an elegant solution to its business needs using iLead, a state of the art blended leadership development programme created by TAOLIN.

iLead transformed the skill base of over 100 people managers, establishing significant squad-depth in less than a year, under adverse business conditions, while simultaneously future-proofing the organisation.

A systematically optimised blend, combining highly engaging digital experiences with powerful face to face interventions, changed the approach to learning, integrating it into the daily life and workflow creating, effectively, a new learning culture.  High learner engagement rates, sustained throughout, show how iLead transformed the modus operandi of learning and development at TCE. 

The judges praised a first-class submission in a hard industry in a challenging locale and equally challenging audience. The process and blend used impressed, for example segmentation of the learners and verbatim feedback on the differences made. The judges said: “It is a holistic programme producing many benefits, which is demonstrated by robust data. We were impressed by the innovative approach that contained engaging and pedagogically sound content and design approaches. The interactive and agile process was also impressive. For example, the flipped use of stories. Again, great impact metrics."


The Brand Ambassador Programme -  Villeroy & Boch with HT2 Labs

This programme was summed up by the judges as a truly blended solution with clear goals, which is delivering impressive results, demonstrating good collaboration with the solution developers and enabling a genuinely 'international' approach.

The Brand Ambassador Programme for German ceramic manufacturer Villeroy & Boch is a blended learning solution designed to develop relationship-based retail selling skills, with a view to turning consumers into brand ambassadors. 

It is an-going programme using a combination of social e-learning, via HT2’s Curatr platform, face-to-face workshops and live on-line training sessions. It is supported by an in-house video series and a regular newsletter, which feeds back results gleaned from in-store evaluations and the data analytics supplied by HT2’s Learning Locker. After the initial stages, a net promoter/brand ambassador score of 82% has been achieved and customer conversion has increased by 14%.

The judges were clear: “A clearly articulated approach to change sales training purpose and methods into a brand ambassador, well-blended learning programme across a wide geographical and cultural outlet/learner demographic. Lots of data points from results captured via useful tools, providing deeper insight rather than just hard numbers."

Best use of blended learning - UK


AXA and Sponge UK

Global insurance company AXA has achieved impressive results with a creative and energetic blended learning programme aimed at delivering outstanding and personalised customer service. 

Partnered with learning provider Sponge UK, AXA Business Insurance created an effective blend to transform the interactions of insurance advisors with customers at its UK call centre.  

The programme has seen positive customer feedback increase by 145% and formal complaints drop by 29%. Three-star calls – the highest rated – have doubled. AXA’s programme demonstrates how blended learning can fit seamlessly into even the busiest workplace and deliver lasting results.

The judges proclaimed this programme ‘a considerable achievement’. It not only increased customer focus but also saw a 'transformation' of learning delivery; engagement of line management; a great use of a blend with bite sized sessions, online learning nuggets, coaching, experience sessions, performance support, team reflection and access to key performance indicators and return on investment metrics. The enthused: “A great example of the 'campaigns not courses' approach, with good mix of methods and tools used alongside a focus on how to transfer and embed this learning in an environment where it is both difficult to find time to learn and focus. A truly worthy winner.”


James Paget NHS University Hospital Trust & Cutting Edge Medical Education

Health Education England (HEE) commissioned a study to assess the effectiveness of this blended education strategy to augment the national training programme for trainee surgeons.  Its findings demonstrate the positive (and synergistic) impact of applying an accessible online format of learning to the intense, time-limited learning setting of the modern clinician.

The online programme was designed to improve the current provision and quality of specialist training and this randomised control trial integrated the trainees’ real-world experiences with a powerful combination of online resources to improve access to formal education and promote critical thinking and decision-making skills. 

The results demonstrated a statistically significant increase in evidence based knowledge, decision-making skills and confidence in managing clinical conditions and high levels of satisfaction.

The judges were impressed: “A great blend backed up by clear causality in terms of learning impact. The team have really focused on the student experience and this shows in their blend, especially the use of e-tutors and individual assignments. Highly context-appropriate this submission is a worthy runner-up. We would love to see the ongoing impact next year.”


Waitrose and DESQ Stocktopia

As Partners are co-owners of the business, Partner Development is central to the Waitrose philosophy.

Blended learning programmes are regularly deployed, but the Stock Management Training programme – which was designed to improve levels of stock availability in stores – was the first blend that included gaming as part of the learning strategy.    

The programme includes print-based resources, e-learning scenarios, a face to face workshop and a game. These elements combine to provide a powerful learning programme which underpinned not only the introduction of a new Stock Operating Model, but the foundations of a new way of working at Waitrose designed to respond to an increasingly challenging marketplace.

The blend gave the skills to run the management routines and give business critical messages; how discarding a £1 pot of yoghurt in one store can add up to a significant financial issue across the group.

The judges were sold: “A really innovative submission with a great mix of technologies and methods. This submission stood out for its robust business case and the clear link to relevance for the learners. Context sensitivity again helped this submission exceed with a clear rationale behind the blended elements.” 

Best online distance learning programme


AVADO: Transforming online accountancy training

AVADO’s mission is to deliver a high-quality alternative to traditional classroom teaching of global professional accountancy body ACCA. The challenge was to change perceptions of online learning on a global scale.

In early 2016 AVADO launched a ‘designed for online’ ACCA programme to meet the needs of the next generation of accountants within the changing business landscape, as identified in ACCA’s global report Professional Accountants – the future.

AVADO’s ACCA programme was built from first principles, allowing them to provide their learners with an accessible, engaging, dynamic and collaborative way to build their professional skill set and achieve ACCA exam success.

For the judges this programme simply added up. They said: “This submission answered all the key criteria for this category effortlessly. It fully demonstrated the effectiveness of design, innovative features, high learner engagement, tutor support and student satisfaction. This entry endorses the use of online learning by showing how a traditionally dry subject can be converted into a fantastic online learning experience."

ACCA says that AVADO is busting myths about e-learning and despite being recent entrants to the market are impressive designers of programmes that cover complex accounting principles in a light and engaging way.


Level 6 Diploma in Community Interpreting - International School of Linguists

In this project International School of Linguists (ISL) effectively addresses a clear gap in the provision of advanced academic qualifications for interpreters. It does so through a design that offers a rich range of context-relevant activities that mirror interpreting in the real world. Impressive support provided through a range of community features supported by a highly committed teaching team combine to achieve high levels of learning satisfaction. The main challenge to delivering a qualification in this sector is where and when the qualification is delivered.

An affordable, flexible and effective distance learning level 6 interpreting qualification now exists through ISL, delivering a diverse blend of learning, creating interactive e-learning modules for its virtual learning environment (VLE), videos of tutors presenting lessons in the classroom, research activities, audio, video and live, optional, classroom workshops.

This project clearly spoke to the judges as they called it ‘very effective’ in addressing a clear gap in the provision of advanced academic qualifications for interpreters. 


Home Based Care - Home Based Education - The Alzheimer Society of Ireland

Home Based Care – Home Based Education was developed by the Alzheimer Society of Ireland by utilising materials from a traditional face-to-face course, Insights into Dementia, in an effort to inform and empower family carers looking after a loved one with dementia.

Employing an iterative approach, they used extensive dialogue and feedback from learners to enhance course usability and effectiveness. A range of participatory activities seek to create a learning community.

Formal research suggests that the course has made a significant positive impact on the care skills of learners.

The judges applauded the entry. They called it: “A very well designed online programme aimed at a wide and therefore complex audience, which combines theory with practical activities and impressive tutor and community support for groups of isolated carers who would otherwise be unable to access this much-needed development. The mix of media, the sensitivity to the subject matter, and the use of expert tutors, all contribute to a high effective programme that maximises the funding available.”

Best learning technologies project – international public & non-profit sector


Online learning to inspire the next generation of conservation leaders

Training the next generation of conservation leaders in countries rich in biodiversity but with limited conservation capacity is a real and pressing need.

Students lack access to formal courses where logistics restrict attendance or are too costly. Conservation information exists online but there is no structured guidance and too many un-validated sources. ZSL and AVADO, under United for Wildlife, have developed a new online learning platform providing free massive, open, online courses accessible and available to all. The aim is to inspire, engage and train a young global audience in conservation to address practical conservation issues. 

The judges said it was excellent to see this entry, part of an amazing long-term strategy to develop conservation leaders around the world.

Different strategies were explored before this brilliant blended approach was adopted. The judges added: “The learning makes appropriate use of appropriate technology and languages to reach the countries where bandwidth is an issue. Collaboration is a key part of the project, plus achievement levels within the course make it a highly motivational – and free – course to complete. It is based on professional and inspiring storytelling that leads to learning and behavioural change that is changing lives and the impact humans have on the environment.”


HT2 Labs, Action Against Hunger, Nigeria and Humentum

Action Against Hunger Nigeria has provided food and emergency relief to one million people suffering from hunger and the effects of armed conflict in North-Eastern Nigeria. As the situation deteriorated, Action Against Hunger responded by rapidly increasing its staff and capacity. It needed to train staff in project management and organisational project management policies, while the same staff continued to respond to the humanitarian crisis.

Action Against Hunger partnered with Humentum to adopt PMD Pro Flex – a self-paced, facilitated, moderated, virtual and social way to learn PMD Pro (the Project Management for Development Professionals course and industry standard certification), running on Curatr. As a result, staff could access international standard project management learning. Not only did the staff access the learning, but 90% rated the course as good or excellent and said that they feel confident in their ability to apply the learning. They also report that many of the tools are already being applied.

The judges commented that project management for humanitarian projects has been identified as a complex and difficult area to address. But they went on: “This project to develop the skills to solve these specific issues has been very positive and is obviously very well received. It has effective use of mobile technology for people who do not have access to a laptop, plus bite size-learning and low bandwidth, which is good for the vast range of countries where they operate. They have also made sure social learning was ‘real’ using provoking questions. The project is still at a relatively early stage, however by setting success indicators at the beginning of the project changes are being monitored closely and already great savings have been made.”


E-learning for Medical Research Fieldworkers in The Gambia

Medical Research Council (MRC) leads on human health research in the UK and across the world. In The Gambia, MRC recruits local workers to gather data and gain community consent for research. Over five years, MRC has developed a bespoke e-learning curriculum for frontline workers. To overcome infrastructural difficulties, local capacity was developed: power, network and computing facilities were upgraded; trainers, IT staff and health and safety teams were briefed for support. Frontline workers were introduced to vocational e-learning, including literacy, numeracy, ICT, technical and scientific skills, yielding a professional vocational, technology-enhanced curriculum. 

This project started with clear targets to increase the number of health workers in the Gambia, and has now been extended to other African countries.

The judges saw that an impressive effort was put into improving infrastructure which was key for the project’s success. They said: “The content is an excellent blend of engaging learning, which now has three levels of achievement.  The project began with much field research and consultation with community elders, thus clearly identifying project content for tropical diseases. So far, the project has raised the successful learning completion rate, reduced costs and improved the quality of collected samples and data in the field.”

Best learning technologies project - UK public & non-profit sector


Bertie Online - from Bournemouth Diabetes and Endocrine Centre (BDEC) and Nelson Croom

Available nationally BERTIE - Bournemouth Type 1 Intensive Education Programme - has changed the lives of 40,000 people.

BERTIE aims to provide a free 24-hour online service to improve outcomes in type 1 diabetes management reducing the risk of complications and psychological distress.

A key requirement of the grant funding was the creation of a dedicated resource for teenagers and young adults. Nelson Croom has been a frontrunner in social, collaborative online learning for 16 years. Its approach dovetails with BDEC’s social learning approach to education.

The judges liked the well-structured, excellent presentation that is fit for purpose. They went on to say: “BERTIE is an invaluable resource for a wide and diverse stakeholder network.” It supports learners with Type 1 Diabetes – especially those newly diagnosed, teenagers and young adults. It makes use of social learning with a safe online platform to share experiences as well as providing factual and scenario-based learning which can help real behavioural change. Even coping strategies for attending festivals and travelling abroad were included.

Based on a cohort of 57 using a recognised Diabetes questionnaire, results at 10 months after launch shows a reduction in diabetes distress from a mean score of 37.3 down to 25.77.


Royal College of General Practitioners eLearning Department

Best practice by the Royal College’s e-learning team is attracting public and private partnership across the UK. The increasing success of its content delivery methods should ensure the College’s e-learning footprint continues to expand.

The Online Learning Environment is a collection of continuous professional development courses (CPD) produced by the Royal College specifically for GPs by GPs. It has constantly evolved to adapt to the ever-changing nature of general practice. Responding to the needs of the GP workforce, the College seeks to produce modules based on identified areas of performance from national statistics in which primary care often struggles. Early cancer diagnosis is one example. Now in its seventh year of existence it continues to grow by 1,000 new users each month and currently has over 86,000 registered learners with over 100 courses.

The judges noted how 52,000 General Practitioners are required to complete 50 hours of CPD each year. E-learning is clearly identified as a requirement for the modern GP who cannot take the time to attend face to face CPD events.

The judges said: “The platform hosts many courses including short ‘Five minutes to change your practice’ dealing with topics patients may present with as they have been in the news. It was great to see the use of several options for help. This is an excellent, valuable and behavioural shifting free resource available with a smart and effective approach to CPD.”


Innovation in Paramedic Training - Sheffield Hallam University and PebblePad

A need for scalability while maintaining quality standards led staff at Sheffield Hallam University to find an effective way to transition away from traditional clinical assessment for its first and second year undergraduate paramedic trainees.

The team turned to PebblePad for a solution in the form of a structured online workbook that would allow the trainees to upload video evidence of their capabilities and reflect upon their own performance, prior to submitting for formal assessment.

The project results have exceeded expectations and the new model has not only resulted in the team achieving its goal of developing a scalable assessment model, but also reduced costs and motivated the trainees to prepare better for their assessments.

The judges were aware that the technology behind this entry is very similar to other e-portfolio systems available, however it is how Sheffield Hallam has developed its use within the paramedic training and assessment that has made this entry shine.

They added: “First it is very easy to use; it ‘does what it says on the tin’. Assessing students in a practical skill is difficult with few assessors and only written descriptions, this project has allowed a transformative approach to scaling but also increased quality of student skills. Using smartphones, students are given training for video recording their actions – with no edits. This has resulted in benefits saving tutor time in assessments and improving student performance and reducing their stress. It is also nice that they can take data with them after the course.”

Best learning technologies project - international commercial sector


Seamless Support Formula Factory – FrieslandCampina

Dairy company FrieslandCampina’s factory in Borculo in the Netherlands had a performance problem. An issue in the packaging department led to frequent production shutdowns at a cost of €42,000 a week. A quarter of the losses were due to mistakes by operators.

In response in ten weeks the learning and development team developed digital skills to introduce a BatchRecord App which focuses on the 70 and the 20 of the 70:20:10 approach. In other words, the job-related and social aspects of learning.

The app was built using Microsoft 360 PowerApps and enables running checks in the production process as well as providing performance support on critical tasks and problem solving.

Smooth implementation was achieved because the project group included employees from Borculo. In essence, the operators built the app which in the first week the app was deployed FrieslandCampina plant manager said it made savings of €28,000. Weekly measurements are fed back to management team meetings and in 2017 savings could hit €200,000.

For the judges this was a “Splendid example of learning to address a specific performance challenge which started delivering tangible business impact within three weeks of going live. The Friesland Campina team are brilliant ambassadors for what 70:20:10 principles and learning innovation can achieve.”


BP Fuel Station Ville - the strategic internal career development tool - BP Global Business Services Europe

Fuel Station Ville’s (FSV) goal is to provide an outstanding, one of a kind employee value proposition. The aim is to bring BP-GBS – the global business services of this major oil and gas company – a competitive advantage both internally and externally. It was looking to meet the expectations of the newest generation of employees. Based in Budapest, BP’s GBS employs 1,400 staff with an average age of 32.

FSV is a development tracking system that will enable employees to follow up on their development and acquire knowledge about several topics on BP and GBS Europe. The system provides flexibility for expansion and updates. The plan is to develop FSV into a comprehensive career management tool based on user experience and feedback. 

The judges note that FSV, which engages employees in a meta game about the core business, has genuinely changed behaviour and helped differentiate BP Hungary’s employer value proposition. They added: “This is an ambitious game-based solution helping BP Hungary connect their colleagues to the wider BP brand as well as their own careers and development. It has increased engagement and successfully reduced attrition to benchmark levels after a challenging period of fast expansion.”


IKEA 360° Food Safety experience

This mobile solution incorporated familiar aspects of modern platforms and technolgies whisked up into a flexible, self-serve learning set up.

Fully assembled this food safety compliance solution engages 25,000 time-crunched IKEA people in 49 countries, speaking 36 languages, each facing variable work enviornments and differing local regulations. How was that achieved? One bite at a time says Ikea through five-minute learning interventions consisting of mini-games, photo uploads, text and images, each with a measurement element.

The IKEA 360 Food Safety Experience accommodates learners with different paces and styles, helping them increase their knowledge, feel connected and motivated, and become food safety ambassadors.

The judges described it as ‘brilliant’, introducing experiential compliance learning which people do on the job together in their teams. They added: “Clear articulation of challenges, great stakeholder input throughout including a genuine understanding of how people want to learn, translated well into design. Much more than compliance, this programme aims to create a movement.”

Best learning technologies project - UK commercial sector


Lloyds Banking Group partners with Assima to increase training quality scores from 40%-90%.

Putting customers first isn’t easy to do when legacy systems hold you back. As Lloyds Banking Group (LBG) found at its Insurance Customer Delivery (ICD) division which witnessed independent ratings drop dramatically. At the same time errors and customer dissatisfaction increased as employees struggled to follow complicated procedures which inevitably led to mistakes.

Complicated products, lengthy processes and brand differences plus little opportunity for learning made finding a solution a tough challenge. One which LBG answered by using Assima technology to build a substantial catalogue of training simulations across the many brands. These covered entire procedures from the first touch point to completion.

Assima working in partnership with the business and agile project management methods allowed content to be uploaded to the LMS within five weeks of development starting.

Simulations are now being replicated elsewhere in LBG and the judges noted: “This organisation's drive to put customers at the heart of everything was hampered by their complex technology infrastructure. Employees were expected to follow complicated procedures but with limited understanding of the impact errors would have on customers. Technology revolutionised training by enabling safe practice on replica systems while telling the customer story in a meaningful way so that it wouldn’t be forgotten.”

Quality scores of recruits went from 40% to 90% and the all-important independent ratings returned to top marks. As the judges concluded: “The speed at which this complex system was rolled out and impacted the bottom line was phenomenal. This programme demonstrated how the power of great project management and stakeholder engagement combined with technology applied well delivers lasting results.”


Abbvie Blended In Field Team Onboarding Programme

With the pharmaceutical industry facing increased complexity and significant competitive challenges, pharma company AbbVie needed to change its onboarding model. It sought more agility in training new starters and switchers than it could achieve in its resource-intensive, fixed classroom programme. 

In 2016 it switched to a fully flexible blended programme of activities building towards five key competencies using a newly created cross-functional team to help the learner complete a 12-month journey.

Under the new onboard process, the business has seen a 35% increase in account specialists coming through compared to the previous period and a reduced ‘time to field’; a reduced resource burden in terms of experts and cost; an improved tailored learning experience and reduced classroom time. And the company has seen successful capability building with higher, more consistent, contextualised knowledge and noticeably improved customer engagement skills.

An increasingly complex market place required higher levels of capability and more agility in getting new starters or switchers trained and in-field. The judges said: “With its comprehensive blend this new onboarding personalised the learning journey from effective competency diagnostics through to embedded workplace support by peers, experts and resources. It has not only improved the capability of new starters whilst reducing valuable resources but is also now being adopted as best practice throughout the group.”


BT transforming new entrant training through gamification

BT Consumer, the retail arm of BT, turned to adaptive micro-learning outfit Axonify when customers’ preference for a UK contact centre led to the business recruiting 2,200 UK advisors.  

Such recruitment meant the training had to be really impactful. BT Consumer needed to reduce onboarding time yet improve customer service. So getting advisors to speak to customers sooner could not be at the expense of knowledge, confidence and skills.

Adaptive micro-learning with an emphasis on hands-on practice transfomed new entrant training through short bursts of micro-learning and ensured knowledge reinforcement.

The results were shorter training durations, better engagement, knowedge uplift and increased performance. That included better sales, customer retention, fewer complaints and more efficient delivery.

The company was careful with its approach, realising that not everyone lieks playing games; it also worked hard on engagement and – as it was radically changing its approach to learning – it was careful to win buy-in from senior leaders.

The judges were impressed by the change: “Ensuring that a new contact centre team were able to deliver a great customer experience required a radically new onboarding approach at this organisation. Learning was designed to be adapted to the individual based on what they knew and didn’t know. The modules were wrapped in games and pushed out to in short sharp daily bursts of 3 - 5 minutes in a way that not only brought the new team up to speed but also reduced customer handling times and complaints. This programme didn't just chop up existing content but radically changed the way that content was delivered and capability built.”

With figures on ‘my knowledge has grown’ increasing from 76% to 91%, BT Consumer can say its people and the business love micro-learning and it’s delivering a great customer experience.  

Best use of learning technologies to ensure compliance – international


ZORM Health and Safety Programme – Wavelength and Z Energy

Z Energy is one of New Zealand’s largest fuel companies and and has always made health and safety a priority.

However, with the introduction of the Health and Safety at Work Act 2015, Z recognised a need for a more formal system of managing the risks in its organisation. It wanted to move to a culture where health and safety is so ingrained into the organisation that workers think about it automatically whenever they do anything.

Wavelength worked with Z to create ZORM (Z’s Operational Risk Management system) a set of robust standards, guidelines and procedures for managing the HSSE operational risks at Z. The company introduced a blended health and safety learning programme, including competency self assessment worksheets, online e-learning modules, workshops, and short training sessions.

The judges liked the use of point of view video to allow learners to see the consequences of different choices, and completion rates of over 90% in required time frames show that staff are engaged and committed to complying with Z’s expectations.


IKEA 360° Food Safety experience

IKEA’s challenge was to engage 25,000 busy people spread over 49 countries, speaking 36 languages with differing work environments and local regulations in one food safety compliance solution. No easy task, which it approached one bite at a time. 

Staff had felt isolated during previous food safety e-learning and would prefer to learn when and where was most convenient, whether at home, on the work floor or on the journey to work. Mobile devices were introduced to IKEA kitchens to support staff and allow the team to create experiential learning – instead of learning how to check the temperature of the freezer, food workers walk to the freezer and check it in real-time as part of the bite. The solution also utilises aspects of existing tools, technologies and applications people already use outside of work such as Spotify, WhatsApp and Facebook Messenger.

A well-planned communications strategy built long-term commitment and active engagement with the learning across the company.


Performance Anytime Anywhere – Peak Pacific

Pilots have to keep their knowledge and skills up to scratch to stay in the air. The Directorate General of Civil Aviation (DGCA) regulations in India mandate recurrent training for airlines crew annually, but this was causing problems for one of India’s leading airlines.

It was difficult to maintain motivation with such frequently repeated training and the time and cost was unsustainable. While an e-learning solution seemed an obvious way ahead there were challenges that seemed to make it unacceptable. For instance, the DGCA requirement to monitor pilots’ attendance and the need to ensure that the pilots attending the programme are attentive and focused. Peak Pacific solved this problem by integrating monitoring functionality that captured photos of pilots taking the course in real time. All this the judges praised as:

“A well-designed solution to meet pilots’ training requirements which utilised new methods whilst meeting demanding regulatory requirements”, said judges.

Best use of learning technologies to ensure compliance – UK


Highfield e-learning, in partnership with Marks & Spencer

Major British retailer Marks & Spencer identified a clear requirement to further improve the operational compliance and performance of its duty managers. The company wanted to reduce the cost per incident and to ensure that all incidents were fully reported. Duty managers are responsible for protecting Marks & Spencer’s’ people, brand, property and profit. An average cost per incident – such as fire, floods and invacuations – of £1,608, which was considered too high.

Highfield created a course that used interactive video technology to create realistic in-store scenarios to test learners’ application of knowledge as well as refresh it. The videos used real locations and M&S staff to put the learner at the centre of things, enhanced by real-time decision making, time penalties and a mobile app to find information. The judges felt this was a “genuinely innovative approach” and that “the strategy, media used (including for the teaser campaigns) further confirmed this as a worthy winner”.

To date a total of 2,890 duty managers have completed the course, the cost per incident has been reduced and the learning strategy/technology that was developed for this course is now being incorporated into other e-learning programmes for Marks & Spencer.


Royal Mail Group and Skillcast

Royal Mail had a complex and urgent learning requirement. The postal service was facing a £40 million fine for breaches of competition law identified by the regulator in its European arm.

It needed to create a culture of compliance by providing training initially to 17,000 managers in 17 languages. Royal Mail wanted to reduce the level of the fine while also reducing the amount of time managers spent training. Skillcast created contextualised learning based on real life scenarios and delivered it with interactive exercises which ensured engagement. It was flexible enough to allow more content to be delivered on areas of weakness, and the judges praised the use of pre-assessment and red flags to enable users and managers to get the most from the content and data.

The results really delivered – within a year of set up the initial target audience of 17,000 had completed the training, contact with the compliance hotline increased by 281% and the fine was reduced by £4 million. A first-class result.

Most innovative new learning technologies product – UK


Learning Locker by HT2 Labs

Learning Locker is the most-installed Learning Record Store (LRS) in the world. Available open source it offers a massively scalable database for use with xAPI technology and it has enabled thousands of organisations to harness the power of data to enable better learning experiences. This includes the ability to connect systems together, to perform analysis on the return on investment (ROI) of training and to enable more performance support technologies. Adopted by world-leading organisations in both the corporate and education sectors, Learning Locker has become the de-facto standard for technical learning professionals looking to enable new learning experiences, using data.

The judges said that “Investing to make Learning Locker Open Source was a stroke of brilliance that is benefitting both the e-learning industry and HT2 Labs” and suggested HT2’s pursuit of the real potential of the LRS should be highly commended. They added, “Learning Locker is a truly impressive, transformational product well on its way to moving the digital learning sector forward globally… there are some very clever people at HT2.”


Augmented Reality (AR) based Training & Performance Support tool for hardware maintenance – SiyonaTech & Dell

The AR-Assist platform uses tablet or phone based augmented reality on actual objects and delivers learning and performance solutions both in real-world situations and learning situations.

The key difference between most augmented reality solutions and the AR-Assist platform is that most solutions require the use of QR codes or specially printed markers whereas this solution intelligently uses distinguishable visual features on the physical object itself. It can then deliver expert instructions on top of the actual equipment being repaired or maintained which has the potential to revolutionise learning performance. The judges enjoyed getting hands-on with the technology and seeing it in action.

This is a really well executed example of augmented reality that brings a clear benefit to users and it is clear there will be many more applications for this approach.


CogBooks Integrated Adaptive & Social Learning Platform

This cloud-based platform enables a new approach to instructional design. It focuses on sequence and structure to ensure that learners studying something new receive the most appropriate personalised content and learning support in real-time. 

A key element is that the automated support provided to a student is personalised based on the student’s performance and actions to date and what has worked for similar students. It is not simply a pre-canned remediation routine that is the same for all students.

The judges were impressed that CogBooks paid more than lip service to the buzz words of artificial intelligence (AI) and machine learning and felt this was “an elegant, intelligent answer to the well-defined problem of providing tailored learning paths based on how users are doing”.

Most innovative new learning technologies product – international



Klaxoon is a single platform which addresses all the digital learning possibilities and delivers one tool to create, engage, share and measure. It offers a set of very simple activities to boost people engagement in any kind of formal and informal learning environment: share ideas in brainstorming sessions, word clouds, polls, quizzes, surveys, gamified adventures, challenges, content creation and so on.

Engaging thousands of learners in 114 countries in only two years, the judges described it as like an approach to learning imagined by a user experience (UX) expert with none of the baggage of 'how learning should be delivered'. They commented: “It is disruptive like a multi-coloured paint bomb lobbed into our traditionally pedestrian industry”. Klaxoon is a flexible, multi-facetted tool which makes it super easy for trainers to create great content for classroom use in minutes. 


VR SIMS for Healthcare Training – AiSolve and Facebook’s Oculus

AiSolve and Facebook’s Oculus collaborated to design and develop this transformational intelligent training simulation system for Children’s Hospital Los Angeles (CHLA).

It uses virtual reality and artificial intelligence to create two highly realistic scenarios which mimic both audio and visual behaviours experienced in real-life paediatric trauma situations. AI techniques are used not only to offer personalised learning but also to deliver intelligent data analytics to support the assessment process. The team followed a careful, rigorous design process to come up with a product with enough fidelity to achieve emotional tension with users and resisted the urge to go fully photorealistic.

The judges commented praised the thoughtful application of virtual reality and AI to achieve real impact on such a key area of life.


Happy Atoms: A Physical and Digital Molecular Chemistry Set

Happy Atoms is a chemistry learning tool designed to teach molecular modelling. It pairs physical atom models with an interactive digital app, so students can build physical molecules and then photograph them using the app. The app then identifies which molecule they have built.

The judges felt this was a wonderful combination of real-world models integrating with an educational app, allowing children to discover, collect and learn about elements in the Periodic Table. In particular the judges liked the numerous prototypes and rigorous testing completed throughout the process of developing the product and how they have created a solid business foundation for future development. 

Learning developer of the year


Jason Butler - Sponge UK

Jason Butler is a shot in the arm for the learning technologies industry. He manages to bring a fresh perspective, seeing digital learning as an experieince that should be user-friendly and enjoyable. In particular his approach to prototyping and iterative devlopment has led to advances that are benefiting the whole industry. He really is pushing e-learning boundaries.

As significant is his willingness to share his knowledge back to the industry through presentations and as part of professional communities of practice – where he is a renowned innovator.

With an indie games background, user experience is central to his vision of what digital learning can and should be. Equally at home manipulating code, presenting ideas to clients or collaborating with peers, Jason is the real deal. 

The judges were treated to a series of examples of his client work from automotive, healthcare and insurance. Whatever the sector, communication skills, understanding the brief and inventiveness and originality were ever present.

The high quality of his output impacts the bottom line delivering impact for people and organisations. Plus, as a respected colleague, Jason inspires confidence and creativity in others.


Oliver Foster – Kineo

Oliver is a high-quality developer and his submission demonstrates an ability to create original solutions for complex technical problems. His work and contributions to the Adapt Learning community are particularly impressive.

With a gift for innovation in technology, he has a track record of developing solutions which deliver significant and measurable benefits. He’s played a critical role in the development and design of many of Adapt’s and Kineo’s most cutting-edge solutions by always focusing on users – from fellow colleagues to the client and end user. He has been integral to the introduction of interactive video technology at Kineo and is responsible for continued innovation.

When available technologies or budget constraints make solutions impractical he is quick to

propose alternative solutions that work. With a proactive approach he understands the desire of the clients while honest enough to draw the line at what is practical.

Using his knowledge and skills, Oliver consistently surpasses expectations.

Above all he takes the time to share his expertise, helping those around him.  

Learning designer of the year


Imogen Casebourne – LEO

For 20 years, Imogen has been a pathfinder, adopting new approaches and technologies to create large, complex, innovative and award-winning learning. These include highly interactive e-learning, simulations, games and blends as well as the design of entire curriculums. From apps, through research and the co-design of an authoring tool, she has also been a trailblazer in mobile learning. Imogen brings considerable energy and research skills to understanding user needs. Currently studying part-time for a doctorate on mobile learning at Oxford University, she shares her insights through white papers, conferences and mentoring.

While mobile is clearly Imogen's primary focus her portfolio demonstrates excellence and versatility across a variety of projects, approaches and technologies.

The judges focussed on her commitment to understanding user needs and the client brief. Her ability to juggle learner and stakeholder needs were strongly evident. But Imogen’s defining quality as a learning designer is knowing how to build beautiful, bespoke learning and understand the importance of the client partnership. 


Keith Resseau – PwC

Keith Resseau is a rare designer: consistently on the cutting edge of design and technology while keeping the learner and the business in sharp focus. It is that desire and ability to understand her clients’ needs delivering fit for purpose designs across budgets from virtually nothing to £750,000.

Those who work with her cite her demonstrating a keen understanding of the balance required between great ideas and practical solutions. She has a first rate ability to envision the potential of a given approach and equally importantly she translates lofty goals into practical achievable objectives. 

Impressing the judges with an extremely strong submisison which reached every criterions, they noted how over her career she has produced solutions which are successful, creative and long lasting. Respected by colleagues, clients and the industry as a whole, Keith is still known for her active involvement, a collaborative leader and a team player. 


Kim Whitmore - Engage in Learning

With a distinguished pedigree in e-learning instructional design, Kim has never chosen to seek the limelight preferring to let her work do the talking. But the judges could see that her great reputation is built on the solid foundation of strong relationships with clients.

It is not just the originality and innovation of the programmes that she continues to build but it is the way she interprets the needs to the learners that instils confidence in her clients. 2017 has been another impressive year as she has harnessed new HTML5 technologies and gaming constructs to produce brilliant new designs. With a history of getting the most from budgets and technologies it is hardly a surprise that a chorus of delighted clients pay tribute. 

Learning technologies team of the year


Specsavers Digital Learning Design Team

Supporting the development of over 27,000 colleagues, the Digital Learning Design team at Specsavers are at the heart of L&D.

A learner centric team, they use insight, feedback and testing to ensure everything they create supports a blended learning culture, creating over 100 bespoke materials last year. 

This team has significantly supported sales growth, and has created materials to support charity partners including Dementia Friends, Changing Faces and Autism UK making stores more accessible to all.

They have driven a culture of learning through innovative digital learning materials. Before moving to a blended approach to training the Design team had to overcome a series of challenges including setting up a team to deliver the new offer; offering training that suited younger colleagues; moving to a solution that worked for mobile; finding the space and time in store to do learning; and shifting the culture away from classroom.

The judges were impressed with what had been achieved in just two years, demonstrating clear improvements for the business in terms of costs and improved performance. The judges were also pleased to see how they listened to learners and stakeholders working collaboratively with both. The say: “They are sharing their best practice with others in Specsavers and externally. Great example of collaborating with other teams and appropriate innovation including using learning technology well in the classroom.”


Devon and Somerset Fire and Rescue Service

Since the two-person Devon and Somerset Fire and Rescue Service (DSFRS) Team won a Gold Award for ‘Best Blended Learning Project’ in 2016, the service has significantly invested and expanded their learning technology team. In 2017 this operational firefighting team has been instrumental in shaping a significant change in how learning technology is transforming organisational culture.

Through a mixture of response to emergency incidents and development of cutting edge learning technology solutions this multi skilled team is contributing to the three organisational priorities:

  • public safety;
  • staff safety;
  • effectiveness and efficiency.

The team provides quality training solutions with first-hand experience and knowledge, and by collaborating with fire service subject matter experts, the final product always has the end user in mind. With over 2000 members of staff using the E-Learning platform every day, appealing and accessible training solutions have been a common thread in this team’s significant portfolio. 

The judges said it was ‘excellent’ see mobile technology being used effectively to drive consistency in the practical training. They saw it as “a great story that shows the benefit of a unique hybrid role – learning and operational roles. Working to share best practice and materials across UK fire services, the team demonstrated quality and agility in L&D.”


TUI UK & Ireland Learning Solutions Team

This is well deserved recognition for the TUI Learning Solutions team which faced and dealt with unexpected barriers and activity. This included launching eight critical compliance modules without an LMS: launching an LMS; creating 276 learning objects in two months as well as unexpectedly having to launch a talent management system.

The team met the challenges through thinking creatively while planning for long term strategic success, showing determination and a refusal to accept failure as an option. And all of this was achieved while continuing with business as usual. 

This high performing team may have had a difficult year, but they are now putting in place processes to be more proactive.

The judges paid tribute to the team coping with business changes and dealing with the unplanned. They said: “The team showed a high level of resilience and tenacity to work under very difficult situations. However, they worked together supporting each other to ensure they supported the business.”

Learning technologies company of the year – international


The Big Know

Based in Minneapolis, US, The Big Know impressed the judges with a beautiful combination of design, learning and technology which produced impressive e-learning. 

The Big Know says it turns great brands into great teachers. It does this by combining instructional design expertise, brand storytelling, visual design capabilities, and a learning delivery platform to create unforgettable learning that drives deep engagement and meaningful learning experiences for learners. The brands and organisations The Big Know works with partner with them to create powerful learning experiences to solve consumer and employee engagement challenges. Over the past two years, The Big Know courses have generated 120,000 enrolments, and average 48 minutes of engagement and a 95% learner satisfaction rate.

The Big Know’s proprietary learning model, known as “Captivate - Educate - Activate,” actively engages learners in the process of learning. The company leads clients and experts through the entire process, handling all aspects of the project, including up-front visual design and strategy, script-writing, instructional design, video production (pre-and post), project management, and ongoing course facilitation, administration, and reporting.

In their summary the judges used the word ‘inspiring’. Perhaps the success of the Big Know is understandable when you realise it claims Minneapolis is the home base for more Fortune 500s per capita than any city in the US and the birthplace of online learning. 



Canadian company Axonify says that employees want to learn but are put off by training events that are exercises in endurance resulting in more down time and lower productivity. So Axonify says it has thrown away the old academic model and taken a fresh approach to learning. Axonify's approach is to produce 3-5 minutes-a-day adaptive microlearning so that the learning is happening as a natural part of the daily workflow. Starting with the end result in mind, the company says its learning changes behaviour and produces a bottom-line impact.

The judges were blown away by the results and the product. They said: “The hard-statistical data collected from customers showed very impressive results. If any other company in our industry could show similar results (or even cared about this type of business results) e-learning would be in a VERY different place. The research effort they are putting into the product is impressive.”


eLearning Brothers

In 2009 in Utah in the US, eLearning Brothers (yes brothers Shawn and Andrew Scivally) started creating deeply immersive and visually explosive e-learning templates, later expanding to custom solutions.

The judges loved the marketing and the enthusiasm adding: “It was hard not to get drawn into the passion expressed in the presentation. Everyone in this industry will say they love their job, in this presentation that really came across. Inspiring and fun.”

Employing the ADDIE model and Agile development methodologies, the company has grown both in terms of revenue and the number of clients on the books driven by client engagement which starts in the sales process and carries on all the way through.

This company ticked boxes in terms of growth, innovation and customer service. At the same time at the heart of the company as well as entrepreneurship, the company also has a reputation for high standards of production, ethics, integrity and culture.

Learning technologies company of the year – UK



In three years since Epic and LINE merged, the resulting company, LEO, has undergone an extraordinary journey. This involved careful integration of the two companies, a wholesale customer-centric reinvention of sales, service and project management, a vastly more business-aligned and strategic approach to projects, and the introduction of the broadest range of learning technologies services in the marketplace.

The strategy has proven successful, firstly from the perspective of customers, who have testified to exceptional satisfaction and regularly give LEO tier 1 status. Secondly from a business perspective: LEO has doubled in size (organically) into the largest UK learning technologies company.

LEO said it wanted to do more than just deliver learning, winning tenders based on price. It says it wanted to delight customers and build loyalty through creativity and quality within even the most challenging projects.

The vision was that LEO would be the “engine room of growth”, bringing the offerings of Learning Technologies Group together and delivering them as a 360° service which marries consulting, design and delivery excellence. It was created to tackle challenging projects: the mission critical, the global, the large scale, the creatively demanding.

The judges’ thoughts were straightforward: “This entry scores on every level and is very compelling. They have thought deeply about how to be the best.”


Virtual College

Virtual College says it is determined to resist complacency despite its success over two decades of 2.7 million learners and two gold awards. Instead the company has been busy refining its bespoke e-learning offer designed to give its customers exceptional results and a completely collaborative experience. The result has been positive contributions from major changes in the way it manages projects to training improvements for its all-important instructional designers. Virtual College is still one of the London Stock Exchange’s ‘1000 companies to inspire Britain’ and the award entry reflected that.

From staying abreast with the latest research, forming those client relations, making good design centre stage Virtual College is working hard to ensure it pulls all the levers to create really good projects – and it has a plethora of stats to prove it.

The judges agreed: “They clearly do a good job and their clients like them, Excellent presentation right on brief placed them right in the frame.”


HT2 Labs

Think of HT2 Labs as research and development (R&D) for learnng and performance technology. Through its technology it enables organisations to create exceptional learning experiences for their users.

The company prides itself on being a place of firsts. First to put gamification into a corporate learning platform; first to put comments alongside content in a learning management system (LMS) and first to release an Open Source Learning Record Store.

While all that has been happening, the company has doubled in recent years and it has raised £1 million in venture capital, with the financiers impressed with the track record.

And customers seem to agree, with their imagination fired by HT2 Labs’ commitment to customer success and innovation.

All the software is developed in-house in the UK, works and integrates with existing learning technology (because no one sits in isolation) and is heavily influenced by the company’s research programme.

The track record of scale and substance caught the attention of the judges too who noted: “An impressive submission from a company doing something new on a world stage.”

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