eLearning

Office Courtesy

Learners:
The target audience consists of employees at GW Design, ages 25-35, with a diverse mix of genders and races. They are career-oriented, single, and tech-savvy individuals focused on advancing in their professional roles.

Business Problem:
GW Design has experienced an approximate 8% decline in client business projects, primarily due to a lack of collaboration among employees and the inability to hold in-person client meetings in the current office space.

Solution:
To address this challenge, a new system will be implemented to facilitate weekly collaboration among peers and skills-building meetings. This initiative aims to increase client projects by 0.05% per month, improving both internal collaboration and the availability of suitable spaces for client meetings.

Highlights:
The module includes three lessons and a five-question quiz, covering key topics such as safety, standards, and support. It features interactive elements like click-to-interact and sorting activities, followed by a brief video and practical scenarios to ensure learners grasp the concepts before taking the final quiz.

Process:
My approach begins with the end goal in mind. I focus on understanding the bigger picture and then break it down into manageable steps to ensure the final outcome aligns with your objectives. Each design and development detail is thoughtfully crafted with the business solution in mind, as shown in the content map. I believe evaluation should be context-specific, considering real-world challenges employees will face. Thus, the final quiz is designed to assess understanding of practical issues, allowing employers to gauge learner comprehension at Kirkpatrick Level 2. In the workplace, employers can then observe behavior to determine Level 3 understanding.

Tools:
This project utilizes Storyline Rise and Storyline Articulate to create interactive and engaging learning experiences.

Lessons Learned:
Through this process, I’ve learned that simplicity is essential for maintaining focus and ensuring that the content remains learner-centered. Keeping things straightforward helps achieve better outcomes and enhances the overall learning experience.

Performance Management

The Golden Feedback Loop

Learners:
The target audience consists of clinical nurse leaders, ages 40-50, with a diverse demographic composition: approximately 60% white, 11% African American, 9% Asian, and 9% Hispanic.

Business Problem:
According to a recent Gallup Poll Survey, only 39% of team members report feeling recognized or praised at work, 28% feel that someone encourages their development, and just 14% have had discussions about their progress in the last six months. A key challenge is that feedback is often perceived as judgment rather than constructive communication. Assisted Living Facilities aims to shift the culture of performance management, focusing on transforming how performance feedback is given and received.

Solution:
By the end of the training, participants will be equipped to provide specific, actionable feedback to employees, emphasizing both strengths and areas for improvement while ensuring clarity and respect in communication. They will also develop the skills to establish a continuous feedback loop with employees, integrating feedback into regular performance discussions through one-on-one meetings, performance reviews, and digital platforms.

Highlights:
This training incorporates engaging scenarios and a variety of interactive elements. Learners will experience numerous click interactions, slide-to-reveal features, a branching file folder interaction, and an accordion interaction to deepen their understanding. Additionally, learners will navigate a scenario that requires selecting the appropriate actions, with several knowledge checkpoints throughout the course. The training concludes with a scenario-based quiz. As a takeaway, learners will have a tool to help them remember the process of the feedback loop.

Process:
This project was designed with the target audience’s busy schedules in mind, particularly as many nurse leaders find employee reviews overwhelming. The training is structured to fit seamlessly into their daily routines without adding undue stress. The storyboard demonstrates how the learning is scaffolded to ensure nurses can integrate new information without compromising their existing responsibilities. The evaluation is scenario-based to assess the participant's ability to apply what they have learned (Kirkpatrick Level 2). Additionally, a follow-up process is included to assess how effectively they are applying the training in their work environment (Kirkpatrick Level 3).

Tools:
Storyline Articulate.