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Design Thinking to Meet the Learning and Performance Innovation Challenge
The document discusses the application of design thinking as a human-centered approach to address performance and learning innovation challenges. It outlines the design thinking process, which includes steps such as empathizing, defining, ideating, prototyping, and testing solutions to improve learning experiences. Additionally, it emphasizes the importance of continuous improvement and collaboration among users and stakeholders in developing effective solutions.
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Design Thinking to Meet the Learning and Performance Innovation Challenge
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- 2. What’s on Tap • What is Design Thinking? • Design Thinking and innovation •Design Thinking process and tools • Applying Design Thinking to performance & learning
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- 10. L&D Innovation Challenges Solutions/ Programs Process Outcomes Technology Learning Approaches •Leadership Development • Compliance Learning • Onboarding • Performance consulting • E-learning development • Role of L&D in the organization • Impact • Learning • Performance • LMS • Curation • Social tools • Digital learning • Micro-learning • Spaced-learning • On-demand performance support • Content curation What is your Innovation Challenge?
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- 17. Empathize, Discover and Define DISCOVER Understand: Thoughts Behaviors Emotions Experience • Site visits • Observation •Interviews • Task analysis • Artifact analysis • Cognitive walkthrough • Empathy Maps • Personas • Journey maps • Experience maps • Scenarios • Value Chain analysis Capture: Meaning Insights POV
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- 21. My current compliance learning experience I’m thinking I’mfeeling My desired compliance learning experience • I want to know the objectives of each course so I can prepare myself for learning. • I want a discussion with my manager before each course so I know what I should pay attention to. I see the compliance courses on my learning plan. I make time to complete them before they’re due. With all the training I’m taking, I’m glad my manager told me she will discuss the compliance requirements with me after I complete the training. I’m taking a lot of different elearning courses, these days. They are starting to blur together. Some of them are so long. There seems to be a lot of repetitive content. I like the courses. The scenarios keep my interest and help me feel more confident that I can do what’s needed when I’m back on the job. The tests actually seem a little too easy! I have a few questions that I ask the facilitator. She was very helpful. I wish there were more time to debrief the content in class. I’m glad there are policy documents I can refer to if needed, but they seem hard to find. • I want to know the repercussions of non- compliance so the lessons are easier to remember. • I want to know if I answered a question wrong immediately so I can learn from my mistakes. • I want a summary to refer to after completing each course so I can use it as a reference. • I want to discuss the content of the learning in class or role-play some scenarios to practice and clarify my understanding. • I want to discuss compliance topics on social media so I can learn from other employees’ experiences. I wonder what I’ll learn in this course. Will it be difficult? What happens if I fail? Didn’t I see this same example in a different course? Will I act correctly in a real compliance situation? How do I get help when I need it? Before During After Bored Interested Overwhelmed Eager Optimistic Anxious Nervous Proud Confused Nilani Newbie Nilani (26) is a new employee currently undergoing training. She’s very active in learning about the organization and her job responsibilities so she can do her best at work. She’s is excited to start and wants to make a great impression. Nilani is taking several courses at once, which makes it difficult to remember all the content. She’s heard through her manager and others that compliance is very important so she must pass the test at the end of each course. This makes her a little nervous, but she is determined to do well. Design Challenge: Re-Imagine Compliance Training Design Thinking Tools: • Stakeholder Interviews • Focus groups • Personas • Learning Experience Map
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- 23. • Silent idea generation • Group brainstorming •Generating alternatives • Gathering diverse points of view • Suspending judgement • Clarifying and Summarizing ideas • Evaluating alternatives • Sorting ideas into themes • Visualizing ideas • Exercising judgement (voting etc) DISCOVER Ideation Diverge Converge
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- 26. Smart Ideation 1. Facilitated 2. Display your design challenge 3.Individual idea generation (post it’s) 4. Each member reads and explains their ideas and posts to board 5. Repeat for each member 6. Discuss and organize into common themes 7. Vote and decide
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- 28. • Develop ideas and concepts into tangible solutions • Test with actual users •Pilot testing • Iterate to Minimum Viable Solution (MVS) Prototype and Test DISCOVER • Feedback panels • Paper prototypes • Digital prototypes • Visualizations • Role playing • Experiments • Hypothesis testing
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- 31. DISCOVER • Deploy MVS • Customer Co-creation •Learning launch • Pivot or persevere • Evaluate and refine • Continuous Improvement Implementation
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- 33. Applications to Performance and Learning • Add deep learner understanding and empathy to our analysis process • Break out of conventional responses to learning issues throughout the learning cycle •Involve learners and stakeholders in co-creation of programs • Re-examine the purpose and value of traditional evaluation methods • Re-imagine the the use of current technologies to meet learner needs • Re-design organizational structures to better support both employee and business needs • Design an organization where learning is built into workflow • Keep designing and prototyping