At a design thinking workshop, we asked learning and development leaders about important challenges they have that they might use design thinking on during our workshop. They submitted dozens of questions and our AI tool summarized the questions into these 14 themes.
Learning and Development Leaders are Interested in Focusing on these Challenges:
1. Creativity training and development: How to train creativity and keep up with training material for Agile products.
2. Employee engagement: How to get seasoned employees engaged with training and empower learners to demonstrate competency in order to accelerate through training.
3. Learning experience: Is the best learning experience uniform or customized and how might we connect our training to ROI?
4. Technology adoption: How to increase adoption rate of newly implemented LMS and how might we help HR and IT with onboarding to make people more productive sooner.
5. Training completion: How to motivate employees to complete training and how might we create buy-in for an online learning experience to fulfill a need that they don’t know exists.
6. Training effectiveness: How might we quantify training effectiveness and ROI of learning investments and what can we do to create more engaging training.
7. Content direction: How do we direct new users of our product to the right enablement materials for their persona?
8. Stakeholder buy-in: How might we convince our stakeholders that a culture of learning will improve employee retention and how might we socialize the difference between training, development and learning to create buy-in at all levels.
9. Feedback: What are the best ways to get feedback on our content and how do we elicit excitement in people to get their feedback on learning without them feeling pestered.
10. User engagement: How can we create training that will keep users engaged and how might we provide engaging and interactive training to encourage staff to experience the value of personal development.
11. Learning goal: How do we come up with a learning goal and how to measure behavioral change post-training?
12. Client solutions: How might we get clients to investigate solutions before deciding on them and how might we use design thinking for employee retention/reduce turnover?
13. Small learning team: Can we identify a core set of things that a small new learning team will commonly need to do first (content & tech) that actually works and doesn’t waste time?
14. Project insight: How do we convince other teams to give us line of sight into projects before they determine a learning solution?
Here were the actual questions ranked in order of number of upvotes. Note, most people did not vote on top questions submitted but the little that did are helpful.
Question Text followed by Score (Number of Upvotes)
How might we quantify training effectiveness and ROI of learning investments? 6
How to keep up training material for Agile products? 5
How do we get seasoned employees engaged with training? 4
How to train creativity? 3
How might we help our training team to utilize engagement tools like slid.o 2
How can we get trainers out of a rut? 2
How do we convince other teams to give us line of sight into projects BEFORE they determine a learning solution? 2
How to increase adoption rate of newly implemented LMS? 1
How might we create authentic connections with clients via online learning? 1
How do we direct new users of our product to the right enablement materials for their persona? 1
(I do contract ID). How might I get clients to investigate solutions before deciding on them? They usually want ILT, eLearning just bc they are familiar. 1
How might we empower learners to demonstrate competency in order to accelerate through training. 0
Is the best learn experience uniform or customized? 0
How might we connect our training to ROI? 0
How might we help HR and IT with onboarding so we can make people more productive sooner? 0
motivate employees to COMPLETE training? 0
How can we bring awareness from business partners for our design process? 0
What is your life cycle approach for everything you are creating in learning to ensure accuracy of content? 0
What can we do to create more engaging training? 0
How might we convince our stakeholders that a culture of learning will improve employee retention? 0
How might we create buy-in for an online learning experience to fulfill a need that they don’t know exists? 0
How can we reduce course creation time in order to meet the demands of constantly changing products (bi-weekly releases)? 0
How might we socialize the difference between training, development and learning to create buy-in at all levels. 0
What are the best ways to get feedback on our content? 0
How do I use design thinking to revise the current version of the App? 0
How might we use design thinking for employee retention/reduce turnover? 0
How do you elicit excitement in people to get their feedback on learning without them feeling pestered? 0
How can we create training that will keep users engaged. 0
How to create a L&D marketing framework for each stakeholder group? 0
How might we provide engaging and interactive training to encourage staff to experience the value of personal development? 0
How do we come up with a learning goal? 0
How to measure behavioral change post-training? And when? 0
Can we identify a core set of things that a small new learning team will commonly need to do first (content & tech) that actually works & doesn’t waste time? 0