WEEK 5

Lourdes Gordon – PANAMA CITY

METHOD: Lear Ning Launch (Module 4)

CHALLENGE:

I am the manager of the Legal department of a financial company, and I have noticed a  problem in the organization that I want to improve. The company is a financial entity that has  130 employees and is dedicated, among other items, to the placement of personal loans,  cars, home guarantee loans and factoring for companies and SMEs; It has 14 branches  nationwide . The department with the largest number of people is Business: it has business  managers, officers, supervisors and sales executives that number more than 30 people and  due to the employment dynamics there is a high turnover of personnel.

As a company policy, when a new person joins the business area, they must attend an  induction week in the headquarters (Panama City) where the company assumes the cost of  transportation, hotel, food and per diem where they know the mission, values, teams and  organization in general, coordinating a visit to the business (sales), marketing, operations,  collections, technology, legal, risk and audit departments.

I meet with a manager from each area and we make the idea available: create a virtual  academy of finance that allows through our human resources platform virtual training for  new staff in the business area that includes the message as the main focus welcome by the  CEO and vice´s, videos, tips sales, advice, coaching by professionals in the field and  recording of those responsible for each area including examinations and training l as areas,  products and other general details organization ; and most importantly, constant training for  our business department.

SELECTION

We have chosen the learning launch , which is an essay that quickly tests an idea and  prototype.

APPLICATION

For our first learning launch, we focused on the structure / execution of implementing with  our technology department to include the academy with the videos and the login with  username and password on the human resources platform ; to the marketing department to  be in charge of managing the dynamics of outsourcing the video recording service with an  external professional, to the human resources department who will be in charge of reviewing  the content to be provided in the academy by the creators of the content (own staff) and  hiring of expert coachees, to the legal department to review the personal data protection  and contractual hiring policies and other areas involved.

The main causes of our workflow challenge was to do it in working hours and in a maximum  of 2 months . Our team conducted a three- day training with a business and education coach.  Then, we held 3 workshops to create and structure the content that will be in the videos.

For our second month, we focused on uploading the material we were going to teach,  creating location tests and generally to measure the knowledge acquired. Then we  coordinate the recording of the videos, which include added knowledge such as mentoring,  advice from the company's star vendors, concrete examples, business dynamics and  training.

INSIGHT

In short, implementing through the design thinking of innovative ideas that provide employee  satisfaction, innovation and savings to companies such as the virtual academy, I have  learned to analyze an-idea and create team dynamics to carry it out in a way organized and  creative.

APPROACH:

You could apply the visualization method with significant savings graphs from one year to  the next with the implementation of the academy, a general visualization on the goals of  executives and departments; and the reason is because we required to present to the board  of directors the initial investment that was to set up the academy vs. the expenses that had  been made; We ensure that the sales staff is constantly motivated and focused directly on  the benefit of the company and the department.


WEEK 5 Lourdes Gordon – PANAMA CITY METHOD : Lear Ning Launch ( Module 4 ) CHALLENGE : I am the manager of the Legal department of a financial company , and I have noticed a problem in the organization that I want to improve . The company is a financial entity that has 130 employees and is dedicated , among other items , to the placement of personal loans , cars , home guarantee loans and factoring for companies and SMEs ; It has 14 branches nationwide . The department with the largest number of people is Business : it has business managers , officers , supervisors and sales executives that number more than 30 people and due to the employment dynamics there is a high turnover of personnel . As a company policy , when a new person joins the business area , they must attend an induction week in the headquarters ( Panama City ) where the company assumes the cost of transportation , hotel , food and per diem where they know the mission , values , teams and organization in general , coordinating a visit to the business ( sales ) , marketing , operations , collections , technology , legal , risk and audit departments . I meet with a manager from each area and we make the idea available : create a virtual academy of finance that allows through our human resources platform virtual training for new staff in the business area that includes the message as the main focus welcome by the CEO and vice´s , videos , tips sales , advice , coaching by professionals in the field and recording of those responsible for each area including examinations and training l as areas , products and other general details organization ; and most importantly , constant training for our business department . SELECTION We have chosen the learning launch , which is an essay that quickly tests an idea and prototype . APPLICATION For our first learning launch , we focused on the structure / execution of implementing with our technology department to include the academy with the videos and the login with username and password on the human resources platform ; to the marketing department to be in charge of managing the dynamics of outsourcing the video recording service with an external professional , to the human resources department who will be in charge of reviewing the content to be provided in the academy by the creators of the content ( own staff ) and hiring of expert coachees , to the legal department to review the personal data protection and contractual hiring policies and other areas involved . The main causes of our workflow challenge was to do it in working hours and in a maximum of 2 months . Our team conducted a three- day training with a business and education coach . Then , we held 3 workshops to create and structure the content that will be in the videos . For our second month , we focused on uploading the material we were going to teach , creating location tests and generally to measure the knowledge acquired . Then we coordinate the recording of the videos , which include added knowledge such as mentoring , advice from the company 's star vendors , concrete examples , business dynamics and training . INSIGHT In short , implementing through the design thinking of innovative ideas that provide employee satisfaction , innovation and savings to companies such as the virtual academy , I have learned to analyze an - idea and create team dynamics to carry it out in a way organized and creative . APPROACH : You could apply the visualization method with significant savings graphs from one year to the next with the implementation of the academy , a general visualization on the goals of executives and departments ; and the reason is because we required to present to the board of directors the initial investment that was to set up the academy vs. the expenses that had been made ; We ensure that the sales staff is constantly motivated and focused directly on the benefit of the company and the department .