Reflection: Learning Launch

Challenge

I work in the quality department of a large company, which sells products all over the world. On  their first day, every new associate listens to a presentation about the company`s goals, which is  to release the products on time. When new associates join my team, during the first weeks they  learn simple and repetitive tasks like cleaning, archiving and gathering materials, before moving  on to actually watch and learn the analytical techniques.

Once I noticed some of the new associates were impatient and even bored with the beginner  tasks. Some kept asking me when they could start learning the “important” techniques and stop  mainly doing “unimportant” tasks. I realized that they did not see their daily work as a contribution  to the company`s goals, although they facilitated the work of their experienced coworkers through  doing the basic tasks.

Selection

My choice was the Learning Launch tool. It was introduced in the third video of module 4 and it  allows to test an idea or assumption in reality and receive feedback. I chose the tool after I had  done and discussed a mind mapping with other colleagues on how to deliver the company`s goals  better.

Application

An interactive workshop to allow the new associates to exchange what they have learned so far,  express opinions and ask and discuss questions was set up in a seminar room – as opposed to  the laboratory. We sat in a half circle in the direction of a whiteboard. I explained I would like them  to fill out this partly pre-filled diagram together to summarize what they have learned since they  had joined the team.

Our Company

our common goal: _________________________

other

departments

our team

Throughout the workshop, I guided and challenged them to discuss and eventually write down  the common goal of the company (“to release our products on time”) and the required tasks of  our team to contribute to the common goal. I encouraged them to visualize the whole path a  sample and its data takes within the laboratory. I was careful to let them also include all of their  own current tasks, which had seemed so unimportant to them. Eventually they realized that their  worked helped the more experienced associates to carry out their tasks without worrying about  supplies or unclean equipment. Finally, I gave a green pen to the previously most demotivated  associate and have him draw a big arrow from the “our team”-box to the common goal they had  written in the beginning. At this moment, I sensed that they really appreciated the value of each  associates` work to achieve the common goal.

The workshop closed with an anonymous feedback questionnaire. The feedback was overall very  positive and one associate thanked me and wrote that now she felt much more connected to the  company`s mission. Due to her inexperience, she had not been able to see that our team was  like a small part of a puzzle and that her basic work contributed as well. During the following  weeks, the new associates exhibited a higher degree of motivation, some were even enthusiastic,  and they generally completed their tasks with a higher efficiency and the whole team was in higher  spirits.

Insight

The Learning Launch tool enabled me to test my idea of a new way to deliver this specific  message. I discovered that associates, which I had perceived as impatient or bored, could even  get enthusiastic about their work when feeling connected to a common goal. Regarding the overall  context of Design Thinking, this experience encouraged me to apply this tool to other ideas or  assumptions as well. The reason is that through the practical part I could get in touch with other  people and learn more about their views and opinions, and receive feedback for my idea.

Approach

I used the Learning Launch tool to test my assumption that an interactive workshop is well suited  to deliver the message of the contribution of one`s work to the common goal of the company. I  am highly motivated to apply this tool again with one adaptation. Thanks to the feedback from  one associate, I learned that the amount of work experience also plays a role. I will start future  workshops by asking the participants to share their own views and previous experiences on how  different departments can work on the same common goal, and use this as a start to identify our  company`s goal.


Reflection : Learning Launch Challenge I work in the quality department of a large company , which sells products all over the world . On their first day , every new associate listens to a presentation about the company`s goals , which is to release the products on time . When new associates join my team , during the first weeks they learn simple and repetitive tasks like cleaning , archiving and gathering materials , before moving on to actually watch and learn the analytical techniques . Once I noticed some of the new associates were impatient and even bored with the beginner tasks . Some kept asking me when they could start learning the “ important ” techniques and stop mainly doing “ unimportant ” tasks . I realized that they did not see their daily work as a contribution to the company`s goals , although they facilitated the work of their experienced coworkers through doing the basic tasks . Selection My choice was the Learning Launch tool . It was introduced in the third video of module 4 and it allows to test an idea or assumption in reality and receive feedback . I chose the tool after I had done and discussed a mind mapping with other colleagues on how to deliver the company`s goals better . Application An interactive workshop to allow the new associates to exchange what they have learned so far , express opinions and ask and discuss questions was set up in a seminar room – as opposed to the laboratory . We sat in a half circle in the direction of a whiteboard . I explained I would like them to fill out this partly pre - filled diagram together to summarize what they have learned since they had joined the team . Our Company our common goal : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ other departments our team Throughout the workshop , I guided and challenged them to discuss and eventually write down the common goal of the company ( “ to release our products on time ” ) and the required tasks of our team to contribute to the common goal . I encouraged them to visualize the whole path a sample and its data takes within the laboratory . I was careful to let them also include all of their own current tasks , which had seemed so unimportant to them . Eventually they realized that their worked helped the more experienced associates to carry out their tasks without worrying about supplies or unclean equipment . Finally , I gave a green pen to the previously most demotivated associate and have him draw a big arrow from the “ our team”-box to the common goal they had written in the beginning . At this moment , I sensed that they really appreciated the value of each associates ` work to achieve the common goal . The workshop closed with an anonymous feedback questionnaire . The feedback was overall very positive and one associate thanked me and wrote that now she felt much more connected to the company`s mission . Due to her inexperience , she had not been able to see that our team was like a small part of a puzzle and that her basic work contributed as well . During the following weeks , the new associates exhibited a higher degree of motivation , some were even enthusiastic , and they generally completed their tasks with a higher efficiency and the whole team was in higher spirits . Insight The Learning Launch tool enabled me to test my idea of a new way to deliver this specific message . I discovered that associates , which I had perceived as impatient or bored , could even get enthusiastic about their work when feeling connected to a common goal . Regarding the overall context of Design Thinking , this experience encouraged me to apply this tool to other ideas or assumptions as well . The reason is that through the practical part I could get in touch with other people and learn more about their views and opinions , and receive feedback for my idea . Approach I used the Learning Launch tool to test my assumption that an interactive workshop is well suited to deliver the message of the contribution of one`s work to the common goal of the company . I am highly motivated to apply this tool again with one adaptation . Thanks to the feedback from one associate , I learned that the amount of work experience also plays a role . I will start future workshops by asking the participants to share their own views and previous experiences on how different departments can work on the same common goal , and use this as a start to identify our company`s goal .