Reflection – Visualisation

Challenge

When I had joined the organisation where I am currently working in, our team was facing a  challenge in which we had to help the Learning and Development department solve their  problem. Previously the organisation used to conduct a number of corporate trainings and  had access to a wide array of learning and skill development platforms like EdEx, Coursera,  SkillSoft, etc., which were all underutilised and under registered. Thus we had to find a way  for better employee participations in the corporate training programmes, better utilization of  wide array of learning platforms, and thus lead to a better overall employee engagement and  development via these corporate trainings and learning platforms.

Selection & Application

We had used “Visualisation” as a tool to present our final recommendations report to the  stakeholders in the Learning & Development department. Pictorial presentation of the whole  situation from employee’s point of view, with before after story line side by side on a single  chart. This helped better understand the situation from employee’s point of view for  stakeholders in L&D department and how the situation could change.

On one side of the chart there were a series of pictures showing a typical employee and  his/her daily routine and how and why he/she is unable to locate appropriate training or skill  development course. The pictorial flow also shows where all were the opportunities that were  put in place in his/her daily work life, by the L&D department and how did and why did he/she  miss to locate or capitalise on those opportunities. The flow also shows how that employee  yearns to make use of those opportunities when he/she realises that they were missed.  Meanwhile the other side of the chart showed the series of pictures which showed the same  employee’s daily routine, where the proposed solutions could fit in. The pictures also helped  visualise the impact of those changes and where exactly those changes would fit in.

Insight & Approach

To solve this problem, we had conducted several in-depth interviews with all the relevant  stakeholders both within the Learning and Development department and other employees  who had both used and not used these platforms. After speaking to all the relevant  stakeholders, we narrowed down on the actual problem and why is it still not solved. We as  a group come up with several solutions to the problem. Now, instead of just presenting the  problem and the probable solution, we thought it was necessary for the people in the L&D  department to understand why is it a problem, i.e., why aren’t employee utilising the  resources even when organisation wide surveys showed that they were interested in the  training and skill development tools. So, we had developed a pictorial chart describing the  whole situation from a typical employee’s point of view. Also, to give the  suggestions/recommendations of how to solve the problem, we had used pictorial  representations on charts showing how exactly those recommendations, when implemented,

could change things for employees and how it would nudge them to better utilise these  platforms.

If instead of the pictorial flow charts showing before-after scenarios on a single chart, we  would have used a typical report or a PowerPoint presentation, neither the effectiveness,  viability of the recommendation could be felt and would have been this impactful, nor would  it have made the current situation so clear as to what the problem is and why it persists. Thus,  making a visual aid made the whole analysis of the situation and the recommendations clearer  and more impactful. Similar visual aid could further be used to solve other problems the  organization faces.


Reflection – Visualisation Challenge When I had joined the organisation where I am currently working in , our team was facing a challenge in which we had to help the Learning and Development department solve their problem . Previously the organisation used to conduct a number of corporate trainings and had access to a wide array of learning and skill development platforms like EdEx , Coursera , SkillSoft , etc . , which were all underutilised and under registered . Thus we had to find a way for better employee participations in the corporate training programmes , better utilization of wide array of learning platforms , and thus lead to a better overall employee engagement and development via these corporate trainings and learning platforms . Selection & Application We had used “ Visualisation ” as a tool to present our final recommendations report to the stakeholders in the Learning & Development department . Pictorial presentation of the whole situation from employee ’s point of view , with before after story line side by side on a single chart . This helped better understand the situation from employee ’s point of view for stakeholders in L&D department and how the situation could change . On one side of the chart there were a series of pictures showing a typical employee and his / her daily routine and how and why he / she is unable to locate appropriate training or skill development course . The pictorial flow also shows where all were the opportunities that were put in place in his / her daily work life , by the L&D department and how did and why did he / she miss to locate or capitalise on those opportunities . The flow also shows how that employee yearns to make use of those opportunities when he / she realises that they were missed . Meanwhile the other side of the chart showed the series of pictures which showed the same employee ’s daily routine , where the proposed solutions could fit in . The pictures also helped visualise the impact of those changes and where exactly those changes would fit in . Insight & Approach To solve this problem , we had conducted several in - depth interviews with all the relevant stakeholders both within the Learning and Development department and other employees who had both used and not used these platforms . After speaking to all the relevant stakeholders , we narrowed down on the actual problem and why is it still not solved . We as a group come up with several solutions to the problem . Now , instead of just presenting the problem and the probable solution , we thought it was necessary for the people in the L&D department to understand why is it a problem , i.e. , why are n’t employee utilising the resources even when organisation wide surveys showed that they were interested in the training and skill development tools . So , we had developed a pictorial chart describing the whole situation from a typical employee ’s point of view . Also , to give the suggestions / recommendations of how to solve the problem , we had used pictorial representations on charts showing how exactly those recommendations , when implemented , could change things for employees and how it would nudge them to better utilise these platforms . If instead of the pictorial flow charts showing before - after scenarios on a single chart , we would have used a typical report or a PowerPoint presentation , neither the effectiveness , viability of the recommendation could be felt and would have been this impactful , nor would it have made the current situation so clear as to what the problem is and why it persists . Thus , making a visual aid made the whole analysis of the situation and the recommendations clearer and more impactful . Similar visual aid could further be used to solve other problems the organization faces .