E-learning is where education meets innovation. My approach to e-learning combines the power of storytelling with practical, real-world application. I design effective e-learning solutions that are inclusive, flexible, interactive and developed from start to finish with the needs of the learner and client objectives in mind.
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How to Establish an Animal Fostering Program Training
Tools used: Articulate Storyline, Adobe Illustrator & Photoshop, Canva, Google Suite
Audience: The primary learners are the paid or volunteer staff members at each of the county’s public shelters who will oversee creating and implementing the animal fostering program at their shelter/facility. These learners will have a bachelor’s or associate degree, an interest in animals, non-profit organizations, and building relationships with the community.
Business problem: (Fictitious scenario I created) Several counties in North Carolina have public shelters that don’t have animal fostering programs while many larger counties have very few public shelters with fostering programs. So, there is a need for more fostering programs state-wide.
Solutions: (Fictitious) Best Friends Network Partners (BFNP) will provide the necessary guidance and information for the State of North Carolina to create a customized animal foster training program to roll out in at least one public animal shelter in each county by December 1, 2025. Additional funding will be provided by the State of North Carolina to ensure that every public animal shelter in the state has a foster program implemented by December 1, 2026.
Highlights: A scenario sets the scene of this training and is woven through to the end of the course. I utilized many different types of interactions like click-to-reveal, drag and drop, accordion, flip cards, tabs and more. Narration reduces the cognitive load on the learner as well.
Process: When developing this training, I used a combination of ADDIE and SAM adult learning models. My needs assessment revealed a lack of animal fostering programs in North Carolina county shelters. To determine the learning objectives, I researched the topic thoroughly and consulted with SMEs from both Best Friends Partners and NC county shelter directors to define the learning goals of the training. Once the learning objectives were clearly delineated and the learning solution determined, I created a design document to make sure all stakeholders understood the objectives and agreed on the content to be included. In order to confirm that my design ideas were going in the right direction, I created a detailed storyboard so give all stakeholders a visual representation of everything from colors, content, and narration to appropriately chunked and scaffolded information and engaging interactions. The next step was to develop effective and real-world training in Articulate Storyline keeping in mind the objectives and learners. Once finished, the course went through several iterations before the final training was published in SCORM format and then implemented.
Evaluation is based on Kirkpatrick's Model and level 2 includes a 5-question, scenario-based assessment that maps to each learning objective as well as two short (1-2 questions) knowledge checks to assess learning within the training.
Level 3 evaluation includes follow-up interviews with shelter directors and foster program coordinators after the foster training program set-up is complete. Other high-level learning checks will include observing shelter employees and volunteers involved in the animal fostering process.
Lessons learned: Although I'm satisfied with the results of the Animal Fostering training, looking back there a few things that I would have done differently. For example, I would break the training into multiple modules to limit the seat time and the cognitive load on the learners. I would also try to incorporate more scenario-based knowledge checks to make sure learners are able to apply what they're learning.
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Defusing Workplace Tension
Tools used: Articulate Rise, Adobe Photoshop, Google Suite
Audience: The primary learners are employees at Company XYZ (excluding managers who will have their own training on the topic). They are educated professionals with bachelor’s, master’s or doctoral degrees primarily in computer science, business, engineering, or mathematics. Learners represent a diverse age range, with a significant proportion of employees in their 20s to 40s, and a mix of ethnic backgrounds, reflecting both local demographics and international talent.
Business problem: The incidence of conflicts occurring among employees at Company XYZ are increasing and leading to problems that are affecting not only individual employees but the company as a whole. The company understands that decreased productivity directly affects their bottom line, so they want to identify the common conflicts among employees, give them the tools they need to manage these conflicts, and clearly outline the company’s expectations regarding conflict resolution in order to maintain a healthy and productive workplace. Their goal is to reduce common conflicts among employees at Company XYZ by 30% within the next 6 months, as measured by HR incidence reports.
Solutions: Company XYZ is creating a training module in Articulate Rise so that employees at Company XYZ will not only be able to recognize workplace conflicts, but will also have the tools required to promptly address and resolve them, and will fully understand the company’s expectations regarding conflict resolution, thereby creating a harmonious and productive workplace.
Highlights: This course includes engaging interactions such as drag-and-drop, flashcards, markers, and tabs. To assess understanding I included a knowledge check and a scenario-based final assessment.
Process: I used a combination of ADDIE and SAM adult learning models to create this training. I started the creative process by doing background research on conflict in the workplace and conducting a thorough needs analysis to determine that 60% of employees have never received basic conflict management classes or training for conflict resolution in the workplace. Therefore, billions of dollars are wasted paying employees for time that is focused on- or filled with- conflict instead of productivity. The determination at the end of the needs assessment was to create a training module in Articulate Rise, so I created a design document that detailed all information to be included. After the design document was approved I developed the training using numerous interactive elements to increase learner engagement as well as a knowledge check to determine whether or not learners were able to recall what to do and not to do in different scenarios. When finished, the training went through several iterations of feedback before it was ultimately published for web-based use.
Evaluation is based on Kirkpatrick's Model, and the level 2 evaluation includes a 5-question, scenario-based assessment that maps to each learning objective. It also includes a knowledge check to assess learning within the training.
Level 3 evaluation includes follow-up interviews between managers and employees along with an analysis of incident reports filed with HR.
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