Challenge

As a member of my organization’s talent development office, we are charged with identifying unique  learning opportunities for employees that are recognized with a digital credential.  The reason we want  employees to earn digital credentials is that we are a growing organization that is managing multiple  projects and are in need for employees to be active learners so they are able to apply what is learned to  new and emerging projects.   We want to ensure that our employees are best prepared to grow with us.   We have an assumption that employees will want to engage in the earning of digital credentials so that  they grow with the company.

Need to skill-up employees and encourage employees to seek employee development opportunities  that are mutually beneficial to both the employee and the organization.

Selection

The scope of our challenge is multi-faceted.   We need to identify what a digital credential means for an  employee first and then determine the value to the organization.   There is a lot we need to learn about  digital credentials and their application within a work environment.  First, we need to understand if  employees would seek a digital credential and under what circumstances.  To test this assumption, we  are collaboratively working through the learning launch tool.

The learning launch tool allows us to quickly understand whether our assumption (i.e. hypothesis) is  trending toward value or quickly derailing.  This tool provides the process needed to quickly identify  what works, what doesn’t, and what adjustments might be required.

Application

Our first learning launch focused on understanding the desire and motivation for employees to seek a  digital credential.  We formed a team that focused on eliciting information from colleagues so we can  gain the information we need.   This team did not simply ask “would you be motivated to earn this  digital credential if it meant you more valuable.”  We wanted to gain information from multiple  employees to understand their desires and motivations as it relates to understanding the needs of a  growing company.     Additionally, we wanted to find what skill gaps they thought they had and what  they perceived as a way to gain additional skill development.   We also assessed whether on-site training  or on-demand options is viable.

Insight

We learned a lot from this experience.   One, individuals had multiple perspectives what a digital  credential was and how it might be applied in a work environment.  Also, employees did not connect  employer provided skill development.   Most thought that they would need to go through a full degree  program rather than attain bite size chunks of learning.  Finally, as a growing company, employees did  not want to sacrifice family time to earn an employer sponsored credential.  Additionally, they were  committed to their job and did not want the short-term gains they were working on be impacted by  professional development opportunities.

Approach

Given this information we gathered, our team needs to adapt to create a meaningful credential that  does not impact the family life of employees or disrupt the growth we have.   We are also committed to  building our company with the staff we have.  Future launch lessons should include experiments of an  employee creating an online credential.


Challenge As a member of my organization ’s talent development office , we are charged with identifying unique learning opportunities for employees that are recognized with a digital credential . The reason we want employees to earn digital credentials is that we are a growing organization that is managing multiple projects and are in need for employees to be active learners so they are able to apply what is learned to new and emerging projects . We want to ensure that our employees are best prepared to grow with us . We have an assumption that employees will want to engage in the earning of digital credentials so that they grow with the company . Need to skill - up employees and encourage employees to seek employee development opportunities that are mutually beneficial to both the employee and the organization . Selection The scope of our challenge is multi - faceted . We need to identify what a digital credential means for an employee first and then determine the value to the organization . There is a lot we need to learn about digital credentials and their application within a work environment . First , we need to understand if employees would seek a digital credential and under what circumstances . To test this assumption , we are collaboratively working through the learning launch tool . The learning launch tool allows us to quickly understand whether our assumption ( i.e. hypothesis ) is trending toward value or quickly derailing . This tool provides the process needed to quickly identify what works , what does n’t , and what adjustments might be required . Application Our first learning launch focused on understanding the desire and motivation for employees to seek a digital credential . We formed a team that focused on eliciting information from colleagues so we can gain the information we need . This team did not simply ask “ would you be motivated to earn this digital credential if it meant you more valuable . ” We wanted to gain information from multiple employees to understand their desires and motivations as it relates to understanding the needs of a growing company . Additionally , we wanted to find what skill gaps they thought they had and what they perceived as a way to gain additional skill development . We also assessed whether on - site training or on - demand options is viable . Insight We learned a lot from this experience . One , individuals had multiple perspectives what a digital credential was and how it might be applied in a work environment . Also , employees did not connect employer provided skill development . Most thought that they would need to go through a full degree program rather than attain bite size chunks of learning . Finally , as a growing company , employees did not want to sacrifice family time to earn an employer sponsored credential . Additionally , they were committed to their job and did not want the short - term gains they were working on be impacted by professional development opportunities . Approach Given this information we gathered , our team needs to adapt to create a meaningful credential that does not impact the family life of employees or disrupt the growth we have . We are also committed to building our company with the staff we have . Future launch lessons should include experiments of an employee creating an online credential .