Work Showcase

Want to eliminate drama in your workplace?

This course, Eliminating Workplace Drama, equips learners with the practical knowledge necessary for the eradication of drama within their workplace. This course’s inspiration was drawn from my involvement in an M&A project where I served as an external organizational development consultant.

Eliminating Workplace Drama

The Course

  • This client had grappled with significant internal factionalization following the acquisition and mismanaged integration of a smaller competitor about a year earlier. In response, my team and I successfully conducted strategic integration and team-building workshops for executives, directors, and mid-level managers. However, a post-project evaluation highlighted the fact that the workshops would likely have been more impactful had the audience been exposed to some of the more practical content before the workshops were held. This realization led to the creation of the course that you see here.

    Now, this course is deployed as genericized pre-learning material ahead of workshops related to resolving workplace drama.

  • I designed every facet of this course. Everything from the scripts, to the storyboards, down to the authoring of the final product.

  • I used PowerPoint for all storyboarding, Adobe CreativeSuite for refinement of visual media, Articulate Storyline for content authoring, and an AI tool for narration.

What’s my process?

I typically rely on action mapping as my primary technique for analyzing and designing the learning interventions that I create. This process begins with data gathering regarding the nature of a given performance problem. Then, in partnership with the project sponsor, we decide which specific, measurable, attainable, relevant and time bound outcomes will be used to measure the success of a potential intervention.

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After defining the outcomes that the intervention is intended to deliver, stakeholders and I then define the actions that people need to take in order to bring about those desired outcomes. Gap analysis is performed on each targeted group of learners to determine why the desired actions aren’t already commonplace, and in the event of a knowledge, skill, or ability gap, a learning solution is usually recommended.

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From there, the design of the learning solution begins to take shape. Variables like budgets, time constraints, information complexity, availability of SMEs, and other factors are considered. Sometimes, a solution is as simple as a step by step process guide. Other times, a blended learning solution complete with elearnings, technical guides, in-person workshops and other solutions may need to be scoped.

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Next, I move into content design. Time permitting, I like to build an initial storyboard in PowerPoint or Google Slides – this allows for easy refinement with SMEs, approval from stakeholders, and dissemination to other creative teams that may be involved in content development. I like to lean into scenario-based storytelling early in the storyboarding process in order to ensure that content is engaging, concise, and relatable to a given audience from the start.

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Once the storyboard is approved by relevant stakeholders, I then move into the development of the content. This can mean different things for different projects, but usually it involves iterative development in a content authoring tool like Articulate Storyline – then deployment to a learning management system.

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Once the content has been delivered to learners, I always perform a post intervention evaluation in order to determine if the desired outcomes were achieved, what worked well, and what could be improved for next time.

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About Me

I’m a veteran, a former organizational development consultant, and an avid creator of relatable learning solutions.

Interested in chatting about a project?