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Corporate Learning

Learning Strategy Consulting Team

December 2021

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Agenda

Introductions
Design Process/Design Thinking
2 Month Project Timeline
Assessing Organizational Change Readiness
Learner Experience Mapping
Communities of Practice
Online and Hybrid Learning Options
Creating and Testing the Learning Journey
Summary, Questions, and Answers

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Vicky Walker,�Learning Strategy Consultant

Introductions

10 years as a Brightspace Instructor and Administrator

26 years as a K-12, University, and Corporate Educator, Instructional Designer, and Researcher

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Tell me about you!

What are your favourite places to travel and why?

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Introduction

Thank you for trusting Brightspace by D2L to be your learning management system.

What we know so far:

Looking for a cohesive system.
To reach a particular level of adoption.
Two-month project transitioning to Brightspace.
Looking for information about:

change management,
organizational readiness,
learner experience mapping, and
best practices for online and hybrid training delivery.

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Needs Analysis

Let’s dive in

This Photo by Unknown Author is licensed under CC BY

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Design Thinking Process

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2 Month Project Timeline

Month 1

Weeks 1-2

Month 1

Weeks 3-4

Month 2

Weeks 5-6

Month 2

Weeks 7-9

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2

3

4

5

6

7

8

9

Empathize and Define

Goals:

Interviews and surveys with stakeholders to develop ideas for initial learning profiles, goals, and pathways.

Ideate�

Goals:

Create a community of practice to brainstorm additional goal refinement into SMART Goals, brainstorm and begin to prototype Brightspace features with CoP.

Prototype�

Goals:

Test the various prototypes with larger stakeholder groups.

Survey for feedback and additional refinement,

Test and

Revise

Goals:

Final testing and revisions using additional employee stakeholders. Final feedback obtained with larger groups.

Revisions, long-term planning, and final reports are produced.

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Phase 1�Discovery�� Empathy and Definition

This Photo by Unknown Author is licensed under CC BY

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What do we need to figure out?

Collaboration and Communication

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ORGANIZATIONAL READINESS

Organizational Change Management (OCM)
OCM addresses the people side: our learners
Successful OCM strategies include:

Agreement on a common vision for change.
Leadership communicates the vision.
A strategy for educating employees about how their day-to-day work will change.
A concrete plan for how to measure whether or not the change is a success.
Rewards encouraging individuals and groups to take ownership for their new roles and responsibilities.

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CHANGE MANAGEMENT

To consider:

Creating an initial Brightspace leadership Community of Practice (CoP) with varying departments and levels of authority.
What are the pieces of the puzzle we are trying to solve?
Onboarding existing employees.
Onboarding new employees.
Employee motivation and retention strategies that can be created within Brightspace.

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WHAT IS ORGANIZATIONAL CHANGE MANAGEMENT?

Organizational change refers to the actions in which a company or business alters a major component of its organization, such as its culture, the underlying technologies or infrastructure it uses to operate, or its internal processes. Organizational change management is the method of leveraging change to bring about a successful resolution, and it typically includes three major phases: Preparation, implementation, and follow-through.

To consider:

Creating a D2L leadership community of practice with varying departments and levels of authority.
What are the pieces of the puzzle we are trying to solve?
Onboarding existing employees.
Onboarding new employees into the VLE and Community of Practice.
Employee motivation and retention strategies that can be created within Brightspace

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Communication is the key. ��- John Turley �

IBM, Adaptavist, AGILE Change Management Guru

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Design Thinking Process

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2 Month Project Timeline

Month 1

Weeks 1-2

Month 1

Weeks 3-4

Month 2

Weeks 5-6

Month 2

Weeks 7-9

1

2

3

4

5

6

7

8

9

Empathize and Define

Goals:

Interviews and surveys with stakeholders to develop ideas for initial learning profiles, goals, and pathways.

Ideate�

Goals:

Create a community of practice to brainstorm additional goal refinement into SMART Goals, brainstorm and begin to prototype Brightspace features with CoP.

Prototype�

Goals:

Test the various prototypes with larger stakeholder groups.

Survey for feedback and additional refinement,

Test and

Revise

Goals:

Final testing and revisions using additional employee stakeholders. Final feedback obtained with larger groups.

Revisions, long-term planning, and final reports are produced.

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Learner Mapping

Learner Experience Mapping (LEM): focuses on delivering value in the learning process.
OBJECTIVE: LEM is about moving the focus of training, from an instructional design to a learner’s experiential perspective.
Traditional training vs experience-based training design: control is in the hands of the learner. Proof? The TLLP in Ontario.
Learner experiences are mapped through various stages of progression:

building awareness of learning needs
consuming learning
applying it on the job.

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Learning Experience Mapping (LEM)

What are Experience Maps?

Experience maps are visual interpretations of how a learner will interact with learning opportunities available to them

LEM takes a holistic view of learning by offering an end-to-end experience to the learner, based on:

Job specifics/career pathways and development goals
Company resources
Individual preferences for how people are likely to learn – in-class, on the job, while commuting, or at home

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Defining the Learning Journey

Phase 1: Mapping the types of learners and their needs.

Client Needs Analysis Survey and Interviews
Methodology: User Experience design (UX) delivers valuable content to their users.
How? Individual 30-minute interviews with varying stakeholder groups to discover:

Usefulness and depth of potential use
User Credibility
Stakeholder and end user Goals/Motivations
Accessibility Requirements
Learner Needs
Roadblocks/Pain Points

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Design Thinking Process

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2 Month Project Timeline

Month 1

Weeks 1-2

Month 1

Weeks 3-4

Month 2

Weeks 5-6

Month 2

Weeks 7-9

1

2

3

4

5

6

7

8

9

Empathize and Define

Goals:

Interviews and surveys with stakeholders to develop ideas for initial learning profiles, goals, and pathways.

Ideate�

Goals:

Create a community of practice to brainstorm additional goal refinement into SMART Goals, brainstorm and begin to prototype Brightspace features with CoP.

Prototype�

Goals:

Test the various prototypes with larger stakeholder groups.

Survey for feedback and additional refinement,

Test and

Revise

Goals:

Final testing and revisions using additional employee stakeholders. Final feedback obtained with larger groups.

Revisions, long-term planning, and final reports are produced.

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Creating Communities �of Practice

Effective Communication

How can Brightspace be used to create a community of practice or community of inquiry?

”Course Shells” = Discussion groups, sharing of learning ideas and materials
Calendar for Planning
Goal Setting
COMMUNICATION

Needs Analysis

Each stakeholder should be part of the needs analysis
Qualitative interviews and analysis (30 min each) wil prepared questions will provide the big picture and help direct future needs
Initial Learner Pathways will be mapped from this qualitative research

Inclusivity/Stakeholders

Stakeholders from each essential group should be included
Research indicates that top-down management will impede adoption of new curriculum of technologies
Include the natural – or motivated - leaders from each work group

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Online Learning

Synchronous or Asynchronous

At the same time or at the learner’s own time

Fully asynchronous and remote requires limited facilitation (e.g. videos and coursework can be prepared ahead of time and used repeatedly)
Descriptive learner feedback can be built-in and is immediate for improvement
Less connection with learners unless intentionally built-in and facilitated in areas like discussion posts and other collaborative tasks; can be scenario-based
Effective for time management and limited in-person or synchronous time

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Hybrid or Blended Learning

Combines online learning with virtual instructor-led synchronous learning (VILT) or in-person training
Flipped Learning maximizes time spent learning collaboratively

Learners read relevant theory or watch applicable videos assigned ahead of training. VILT or in-person training becomes about:

Collaboration
Reflection
Application of Knowledge
Metacognition
Discussion or scenario-based learning
May be fully online or a mix of online and in-person
Community of Practice fits here

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Active, Experiential, and Deep Learning

Experiential and Active Learning

learners engage in activities with the goal of promoting the analysis, synthesis, and evaluation of learning content
Cooperative and/or problem-based learning.

Deep learning:

Brain-based Learning
Metacognitive
Reflective
Relies heavily on socially-rooted, intrinsic motivation to promote autonomy and self-esteem

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Design Thinking Process

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2 Month Project Timeline

Month 1

Weeks 1-2

Month 1

Weeks 3-4

Month 2

Weeks 5-6

Month 2

Weeks 7-9

1

2

3

4

5

6

7

8

9

Empathize and Define

Goals:

Interviews and surveys with stakeholders to develop ideas for initial learning profiles, goals, and pathways.

Ideate�

Goals:

Create a community of practice to brainstorm additional goal refinement into SMART Goals, brainstorm and begin to prototype Brightspace features with CoP.

Prototype�

Goals:

Test the various prototypes with larger stakeholder groups.

Survey for feedback and additional refinement,

Test and

Revise

Goals:

Final testing and revisions using additional employee stakeholders. Final feedback obtained with larger groups.

Revisions, long-term planning, and final reports are produced.

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1. The CoP internally tests and practices the various elements created by the team.�2. CoP meeting/discussion �3. CoP survey

Goal:

What works and what does not for this company.

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Design Thinking Process

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2 Month Project Timeline

Month 1

Weeks 1-2

Month 1

Weeks 3-4

Month 2

Weeks 5-6

Month 2

Weeks 7-9

1

2

3

4

5

6

7

8

9

Empathize and Define

Goals:

Interviews and surveys with stakeholders to develop ideas for initial learning profiles, goals, and pathways.

Ideate�

Goals:

Create a community of practice to brainstorm additional goal refinement into SMART Goals, brainstorm and begin to prototype Brightspace features with CoP.

Prototype�

Goals:

Test the various prototypes with larger stakeholder groups.

Survey for feedback and additional refinement,

Test and

Revise

Goals:

Final testing and revisions using additional employee stakeholders. Final feedback obtained with larger groups.

Revisions, long-term planning, and final reports are produced.

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In Summary…�

We used Design Thinking as a Change Management Framework

Design thinking places people first which is important for employee retention. It’s iterative so we know how to keep changing as needed.

We explored best practices in Online and Hybrid learning.

And tested what works for this company.

We assessed our Organizations readiness for change.

We used the OCM framework and UX Research methodologies to assess our needs.

We created Communities of Practice

Employees that are intrinsically motivated to learn, will adopt and drive effective change.

We created learning Journey and mapped the experiences

We welcomed 3 new team members �last quarter

We tested, revised, and refined

We have a plan and are ready to implement it!

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��Any Questions?

Thank you!

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