Design Thinking Technique - Storytelling

Challenge: I lead learning and development for an organisation and the challenge was to move  employees from a mindset that training can only be done in person and to the mindset that most  learning needs can be met through online learning platforms. We planned to launch Coursera for  business in our company and provide paid access to all our employees. In the first year of our contract,  we had only 25% of the employees use the platform and we lost money due to the underutilisation of  the platform by our employees. We needed to make a huge movement in the way employees looked  at online learning and show results on our learning investment.

Selection: I decided to use the designing thinking tool of storytelling in order create a shift in the mid  set of the employees and their managers about online learning. From the videos of the Design thinking  course (week 2) I was inspired to pick this tool because it would help me create a vision of what online  learning experience can be like and what it will help the employees achieve.

Application: I used the storytelling technique in various forms. We created compelling marketing  materials that we sent through emails, posted on intranet social sites and organised events so learners  could hear about the learning experiences of others. The stories in our marketing materials talked  about what learners are doing on the platform, how it is benefitting them in their roles and careers.   We also got senior leaders to host sessions where they talked about their learning stories – how they  find the right course for themselves and how they find the time to learn. Through all our storytelling  techniques we were able to create a real pull for our online learning offerings. A sample from one on  of the emails we sent is shown below.

Insight:  One insight I got through this process is that one type of story doesn’t work for all. We have  so many different types of learners – visual, auditory / learners who need peers or cohorts so they can  have an effective learning experience and so many motivations to learn – grow in their careers, build  a skill to solve a problem, learn to show their progress to their managers and earn a better review etc.  For effective storytelling we have to be able to create personas of different learners and their  motivations and then help create stories that inspire them. We need to be able to crate many stories  that talk to the many different types of learners.

Approach: I think I would apply my insight into application next time. I plan to launch a learning styles  and motivation survey so that I can better understand my learners. There are still about 25% of our  employees who have not signed up for the learning platform and I want to understand their  roadblocks and lack of motivation. With better understanding I will be able to better communicate to  them through various storytelling techniques and hopefully we able to create the true learning  organisation we aspire to be.


Design Thinking Technique - Storytelling Challenge : I lead learning and development for an organisation and the challenge was to move employees from a mindset that training can only be done in person and to the mindset that most learning needs can be met through online learning platforms . We planned to launch Coursera for business in our company and provide paid access to all our employees . In the first year of our contract , we had only 25 % of the employees use the platform and we lost money due to the underutilisation of the platform by our employees . We needed to make a huge movement in the way employees looked at online learning and show results on our learning investment . Selection : I decided to use the designing thinking tool of storytelling in order create a shift in the mid set of the employees and their managers about online learning . From the videos of the Design thinking course ( week 2 ) I was inspired to pick this tool because it would help me create a vision of what online learning experience can be like and what it will help the employees achieve . Application : I used the storytelling technique in various forms . We created compelling marketing materials that we sent through emails , posted on intranet social sites and organised events so learners could hear about the learning experiences of others . The stories in our marketing materials talked about what learners are doing on the platform , how it is benefitting them in their roles and careers . We also got senior leaders to host sessions where they talked about their learning stories – how they find the right course for themselves and how they find the time to learn . Through all our storytelling techniques we were able to create a real pull for our online learning offerings . A sample from one on of the emails we sent is shown below . Insight : One insight I got through this process is that one type of story does n’t work for all . We have so many different types of learners – visual , auditory / learners who need peers or cohorts so they can have an effective learning experience and so many motivations to learn – grow in their careers , build a skill to solve a problem , learn to show their progress to their managers and earn a better review etc . For effective storytelling we have to be able to create personas of different learners and their motivations and then help create stories that inspire them . We need to be able to crate many stories that talk to the many different types of learners . Approach : I think I would apply my insight into application next time . I plan to launch a learning styles and motivation survey so that I can better understand my learners . There are still about 25 % of our employees who have not signed up for the learning platform and I want to understand their roadblocks and lack of motivation . With better understanding I will be able to better communicate to them through various storytelling techniques and hopefully we able to create the true learning organisation we aspire to be .