Executive Training

PROBLEM:

When I joined this project it was two and a half months in and I had five weeks to change the course and deliver content across four LMS modules ... just after Thanksgiving. The engagement lead told me, "we need you to save this project." To do that, I first took an assessment of the scope of the project, the progress made, the team's capabilities, and the client's stakeholder. The client's direction was to "make it look like NOT a training site and make it bougie." That was a first for me coming from a Fortune 10 company.

APPROACH:

Then, I learned Articulate 360 and Canva. This gave me insight on what we expected the learners to experience. Most of the content needed for the modules was written and salvageable. To make the learning experience not look like a training site, I did all I could to make the site look like an extension of the client's corporate site and their employee company portal. This would give the learner a since of familiarity. Our team included learning design professionals, writers and voice talent. And they had a good start and they weren't too deep that we couldn't change course. So I took over creative direction and created a design system pattern for the team to follow. And because of our tight deadline, once we made creative progress on module 1, we began developing content for mods 2, 3 and 4 simultaneously.

SOLUTION:

Once we got buy-in from the client on the direction we were taking, then we began getting buy-in on content, visuals, animations, etc. This turned out to be a fantastic project. I am not sure if what we delivered was "bougie" but it was pretty great. As creative director, I ended up producing all templates, graphics and video. Plus, I oversaw the creation and delivery every module's content. The team really came together to deliver my vision. The client really like the final product and gave our team praise to our leadership.