To solve the problem, I proposed the creation of a scenario-based eLearning experience where managers could evaluate real-world interactions with employees and identify opportunities to bolster employee engagement.

Some of the reasons e-Learning is the best solution for this problem is:

• it is flexible, easily scalable, and can be seamlessly applied to various working environments (in-person, hybrid, and remote).
  
• it allows learners to revisit the material and for the material to be adapted to many departments and management levels, making it a more cost-effective solution than other options.
  
• it can help solve existing issues and be used to create a training program for new managers.
  

In addition to this scenario-based e-learning experience, I recommended additional steps MediaLearning could take to bolster further the use and application of this skill, such as:

• implement four to five on-demand group learning meetings that would allow the learner to understand, apply, and reflect on the best practices of this soft skill with peers.
  
• find a leader who effectively uses this skill, and then meet with them to discuss how they have successfully incorporated it into their regular management practices.
  

With the end goal in mind, I worked through the ADDIE model to create an experience that would resonate with the learner by connecting to past experiences, highlighting immediate job relevance, and focusing on a problem/solution format.

I started by action mapping the problem to identify the high-priority actions someone would need to perform to help the company reach its business goal. Focusing on what the learner needs to practice creates more successful habit-building and changed behavioral outcomes. Identifying these specific actions is especially critical for a goal that addresses developing soft skills, such as building employee engagement and value.

Once I finalized the high-priority actions, I designed relatable scenario-based examples for the learner to complete. I wrote the script for these scenarios in a narrative voice that would best mimic day-to-day workplace interactions.

When the learner reaches a decision-making checkpoint, the scenario progresses through the natural consequences of the chosen choice in a risk-free environment. Allowing the user to make mistakes and connect actions with real-world outcomes optimizes learning and personalization of the learning experience.

For each scenario, the user has access to a mentor character who can provide advice based on the desired action of the scenario.

After the storyboard was approved, I began the visual design process by creating a set of wireframes for each type of screen the user would interact with, a mood board, and an initial style guide. These preliminary design tools provided valuable guidance throughout the mockup process, ensuring consistency and high-quality aesthetics throughout the project.

While creating the visual mockups, I leveraged Adobe Illustrator and various vector background images to provide variation and interest without jeopardizing consistency. In many instances, I adjusted backgrounds to create the desired layout and ensure a cohesive color palette that would be typical for one office location.

Using the text-based storyboard and visual mock-ups, I moved on to create an interactive prototype in Articulate Storyline 360. The prototype allowed me to seek feedback on module programming and the overall user experience. I included several interactive slides, engaging but not distracting transitions, a mentor layer for each question, and more. Throughout this stage of development, I collaborated with other instructional designers and used feedback from user tests to enhance the overall flow of the learning experience.

Using the text-based storyboard and visual mock-ups, I moved on to create an interactive prototype in Articulate Storyline 360. The prototype allowed me to seek feedback on module programming and the overall user experience. I included several interactive slides, engaging but not distracting transitions, a mentor layer for each question, and more. Throughout this stage of development, I collaborated with other instructional designers and used feedback from user tests to enhance the overall flow of the learning experience.

Once I had incorporated feedback about the interactive slides, I was ready to complete the development of the eLearning module. Full development was straightforward and quick with the guidance of each of the previous building blocks.

Managing this process end-to-end has been a great opportunity to develop and grow my instructional design skills. As I reflect on my own learning throughout this experience, there are many takeaways that I will carry with me as I take on future projects.

Consistency across design elements is essential, especially when creating an inclusive and diverse experience. From the start, I wanted to create characters and select graphics appealing to various backgrounds and identities. To this end, it was difficult to find graphics that were visually and stylistically consistent. This required me to create and adapt graphics and images to create the uniformity I needed from an instructional design perspective without compromising any of the valuable DEI components.

Invest time and a detail-oriented mindset in the planning and design phase to save time and effort in the development phase. The old adage: measure twice, cut once, speaks volumes in this instance.

Lead with curiosity. Continuing to learn, solve problems, and staying curious are crucial skills I have honed in my past professional experience that I was able to leverage in this line of work. From navigating deep dives with SMEs and understanding complex business needs to learning new technology and staying up-to-date with changing instructional design trends and AI developments, maintaining a growth mindset is key.