A scenario-based learning experience designed in Storyline to equip hospital leadership with tools and strategies needed to foster a more engaged workforce.
A scenario-based learning experience designed in Storyline to equip hospital leadership with tools and strategies needed to foster a more engaged workforce.
Responsibilities
The Audience
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Conducted needs analysis to identify challenges in employee engagement and retention.
Advised on Strategic initiatives, including the establishment of a well-being department.
Consulted on designing comprehensive evaluation strategies using the ROI methodology.
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Analysis Phase: Identified business goals and learner needs using Action Mapping.
Design Phase: Created detailed scripts and storyboards, integrating realistic scenarios.
Development Phase: Developed interactive eLearning modules with personalized feedback mechanisms.
Implementation Phase: Developed the training via HealthStream LMS and coordinated with L&D for rollout.
Evaluation Phase: Developed Level 1 and Level 2 evaluations; consulted on Level 3 and Level 4.
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Established project timelines and managed to meet a tight 21-day deadline.
Coordinated with SMEs and stakeholders to gather input and approvals.
Maintained clear communication channels through Slack and email.
Leveraged AI tools to generate and refine content efficiently.
Ensured all scenarios and materials were aligned with organizational goals and learner needs.
Customized visual assets to create an engaging and relevant learning environment.
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Conducted prototype testing with SMEs and fellow instructional designers to gather feedback on UI/UX.
Iteratively refined the eLearning modules based on testing results and feedback.
Adhered strictly to privacy and security protocols by excluding proprietary information in AI prompts and communications.
Ensured all content met organizational standards and compliance requirements.
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Hospital Leaders at all levels including hospital administrators, nurse leaders, and department managers responsible for team engagement and operational decisions.
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Subject Matter Experts (SMEs): Two nurse leaders and one administrative manager from the billing department.
L&D Department: Collaborated on integrating check-ins into leadership retreats and developing follow-up strategies.
HR Team: Consulted HR team on key metrics used to evaluate training effectiveness.
Tools Used
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ChatGPT (GPT-4 Model): Utilized for generating realistic scenarios, drafting content and refining instructional materials during the Design phase while ensuring privacy and security by avoiding the inclusion of proprietary information.
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ADDIE Model: Employed throughout the project lifecycle for structured instructional design and development.
Action Mapping: Used during the Analysis phase to identify high-priority actions needed to achieve business goals.
Model for Training Evaluation: Applied to develop evaluation strategies at Levels 1 and 2 and consulted on Levels 3 and 4.
ROI Evaluation Methodology (ROI Institute): Incorporated to design Level 3 and Level 4 evaluations, linking training outcomes to organizational ROI.
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Articulate Storyline 360: Developed interactive eLearning modules with advanced features like variables and conditions for personalized feedback.
Adobe Illustrator: Customized and prepared visual assets for the eLearning experience.
Freepik.com (Premium Account): Procured animated character assets and hospital background images for a modern aesthetic.
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HealthStream LMS: Uploaded and deployed the SCORM-compliant eLearning modules for organizational success.
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Qualtrics XM: Developed and administered Level 1 and Level 2 evaluation surveys to assess immediate training impact.
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Slack: Created a dedicated project channel for efficient communication with SMEs and team members.
Email: Used for formal communications and sharing of documents requiring feedback.
The Problem
VitalCare Health Network is a fictitious healthcare organization renowned for its dedication to delivering comprehensive patient care across a network of eight hospitals. With a workforce of 6,000 employees, including skilled nurses, esteemed doctors, and efficient administrative staff, the organization is committed to prioritizing patient outcomes and community well-being. Combining cutting-edge medical technology with compassionate care, VitalCare fosters a culture that values innovation, collaboration, and excellence.
Despite these strengths, VitalCare faces a critical challenge in sustaining employee engagement and retention, particularly among its nursing staff, who are the backbone of quality patient care. Leadership at VitalCare has struggled to adopt a proactive approach to workforce engagement, instead reacting to issues as they arise. This reactive mindset has led to a neglect of critical early interventions, such as investing in robust employee engagement programs and addressing signs of burnout before they escalate.
As a result, the organization has seen a decline in workplace morale. High-performing nurses feel undervalued, while newer staff lack the mentorship and support, they need to thrive. This toxic environment has exacerbated post-pandemic turnover rates, which have stabilized at an alarming 45%. The implications of this turnover are far-reaching, placing additional strain on remaining staff, undermining patient care, and threatening the financial health and long-term sustainability of the network.
The Solution
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The Solution *
To address challenges with employee engagement at VitalCare Health Network, I proposed a scenario-based eLearning experience designed to equip hospital leadership with the tools and strategies needed to foster a more engaged workforce. The interactive training allowed leaders to navigate complex real-world challenges such as managing staff shortages, addressing burnout, and recognizing the contributions of high-performing teams. By focusing on realistic scenarios, the course encouraged learners to make quick, human-centered decisions while understanding the tangible consequences of their actions.
Key Features of the eLearning Solution
Realistic Scenarios
Supporting overwhelmed staff to prevent burnout.
Fostering collaboration between doctors and nurses to enhance network.
Implementing quick, morale-boosting strategies for high-performing teams.
Interactive Feedback
Immediate, tailored feedback grounded in real-world outcomes helped learners understand the implications of poor engagement strategies.
Advanced Functionality
Leveraged eLearning features like variables and conditions to ensure feedback was dynamically aligned with learner choices, creating a personalized experience.
This eLearning format proved to be an optimal solution, minimizing disruption to patient care and the complexities of leadership roles. Furthermore, by replacing traditional, multi-day ILT sessions with an on-demand and cost-effective digital alternative, leaders could engage with the content flexibly, allowing them to prioritize operational responsibilities without sacrificing professional development.
Complementary Strategies for Sustained Impact
To reinforce and expand the learning outcomes, I recommended additional strategies for VitalCare’s leadership team:
Follow-up Leadership Retreats
Worked with the L&D department to integrate dedicated segments into quarterly leadership retreats that ranged 18 months enabling leaders to assess progress in employee engagement initiatives and develop practical, solution-oriented strategies to improve team retention and morale.
Retreats consisted of activities including applying eLearning concepts to more advance, real world scenarios. Also, leaders could collaborate with each other regarding unique departmental challenges and engagement issues.
Metrics for Success
Collaborated with HR and L&D leadership and identified employee engagement scores and turnover rates as primary metrics to evaluate training effectiveness.
Linked the metrics to ROI, enabling leadership to track measurable improvements and make data-driven adjustments to their strategies ensuring a clear connection between training outcomes and the overall organizational impact.
Long-Term Investment in Employee Well-Being
Proposed the establishment of a well-being department staffed with at least three clinically trained therapists.
The department would provide critical mental health resources and foster a culture of support and resilience throughout the organization.
By integrating these elements, the solution offered both immediate and long-term benefits, addressing leadership development, employee engagement, and organizational well-being in a holistic and sustainable manner.
My Process
I utilized the ADDIE Model, integrating Instructional Design and AI tools to streamline development and deliver the eLearning experience. The course featured real-life scenarios from the health network, illustrating how various behaviors and problem-solving approaches impact outcomes.
Analysis
During the Analysis phase, I was assigned three SMEs: two nurse leaders and an administrative manager from the billing department. in our initial 90-minute project kickoff meeting, we extensively discussed their experiences and pain points in team engagement. Recognizing common themes, we crafted a clear problem statement and established our cadence and responsibilities.
Given their operational demands, the SMEs could only commit to virtual meetings of no more than 30 minutes moving forward. They were open to creative input and emphasized the need to roll out the solution within 21 days to meet executive leadership’s deadlines. We agreed to communicate primarily via email and a dedicated Slack channel I created for the project. Feedback was expected within 48 business hours; if none was received, I would proceed under the assumption of approval.
With these parameters set, I:
Utilized Action Mapping to identify the high-priority actions leaders needed to perform to achieve VitalCare’s business goals of reducing turnover by 20% and improving engagement scores by 15% over the next 24 months.
Focused on learner practices, which streamlined the Design phase of ADDIE by clarifying what skills needed emphasis.
Design
During the Design phase, I leveraged advanced AI tools - specifically, ChatGPT - to develop realistic scenarios based on the insights gathered during the Analysis phase using Action Mapping. My goal was to create engaging and relevant content that accurately reflected the challenges faced by hospital leadership in improving employee engagement.
To ensure the AI-generated content was accurate and free from inaccuracies (often referred to as “hallucinations”), I:
Crafted Specific Prompts: Provided ChatGPT with detailed instructions that focused on the high-priority actions identified during the Analysis phase.
Maintained Privacy and Security: Omitted any company-specific identifiers, stakeholder names, or proprietary information from all prompts to comply with organizational privacy policies and security measures.
Iterative Review Process: Carefully reviewed the AI’s outputs for accuracy and relevance. This involved multiple rounds of prompt refinement and editing to align the content with the learning objectives.
By effectively harnessing ChatGPT - known for its strong reasoning capabilities - I was able to expedite the content creation process without compromising quality. The AI tool helped generate diverse and nuanced scenarios that might have taken significantly longer to develop through traditional methods.
Key takeaways from this phase included:
Aligned with Organizational Goals: Addressed the specific needs identified during the Analysis phase.
Met Tight Deadlines: Delivered the project within the 21-day timeframe required by executive leadership.
Enhanced Learning Outcomes: Provided leaders with practical, scenario-based training that would equip them with the skills to improve employee engagement effectively.
Develop
Upon receiving final approval for the scripting and storyboard, I proceeded to develop the learning experience. We aimed for a modern aesthetic featuring animated characters within hospital-like backgrounds. Using a premium account on Freepik.com, I procured the necessary vector assets and customized them in Adobe Illustrator to meet our design specifications.
I began by creating a prototype that included the introduction scene and the first scenario. This allowed the SMEs to see how the variables and conditions functioned within the eLearning experience. I invited fellow instructional designers and the SMEs to test the UI/UX design. The feedback enabled me to refine the prototype within a week, ensuring the content and user experience remained streamlined and focused.
Given that the slides heavily depended on user behaviors and provided customized feedback based on scores, users were prevented from navigating backward in the experience. To accommodate this, the introductory scene clearly informed learners that they wouldn’t be able to revisit previous slides, encouraging them to take notes on any feedback they found relevant or wished to follow up on.
Implementation and Evaluation
After finalizing the eLearning experience, I gained access to the client’s LMS, HealthStream, and uploaded the SCORM file. The training was assigned to leaders at all levels across the organization. Concurrently, I collaborated with the L&D group to prepare for the upcoming leadership retreat scheduled 60 days from the assignment date of the learning experience.
To assess the effectiveness of the training, I used the Kirkpatrick Model for training evaluation. I developed a survey incorporating Level 1 (Reaction) and Level 2 (Learning principles), which was administered via Qualtrics XM immediately after the training completion. Drawing on my training from the ROI Institute and incorporating the ROI evaluation methodology, I consulted with the L&D and HR teams to design the Level 3 (Behavior) and Level 4 (Results) evaluation instructions. This involved:
Level 3 (Behavior): Creating surveys and observational checklists to measure behavioral changes in leadership practices over time .
Level 4 (Results): Establishing metrics to link the training to organizational outcomes, such as reductions in turnover rates and improvements in employee engagement scores.
By integrating the ROI evaluation methodology, VitalCare could quantify the training’s impact on the organizations bottom line, providing leadership with actionable insights and demonstrating the tangible benefits of the initiative. This comprehensive evaluation approach ensured a clear connection between the training outcomes and organizational performance, supporting continuous improvement efforts.
Key Takeaways