Training Industry Magazine - May/June 2018 - 49

now be bundled in a way that colleagues
could clearly identify with and apply the
information directly to their roles.

into a clinician's world by injecting
real-life stories and situations into the
e-learning modules.

The goal of this new program was to
deliver in-context training utilizing a
storytelling approach.

UPPING OUR GAME USING
FAMILIAR TOOLS

The microlearning videos, dubbed
"mobisodes" for this new program, are
essentially bite-sized digital shorts
bundled into e-learning courses, but
also made available as standalone
resources accessible from company
mobile devices.
The intent was to capitalize on the success
of Google and YouTube as learning tools
and craft these mobisodes in a manner
that resonated with our colleagues.
The mobisodes, which are designed as
lively animated and narrated videos, are
written and delivered in a more informal
and fun way compared to what was
previously offered.
This method of training lends itself
to being more "shareable" as these
mobisodes, which are hosted on
an internal video platform similar
to YouTube, can be easily sent to
colleagues across the organization. This
"just-in-time" training method directly
addresses colleague complaints about
the previous training not being timely or
accessible enough.

To safeguard our success, our training
team sought to build a network of
subject matter experts (SMEs) who
shared our vision and were committed
to improving the required training.
In partnering with the SMEs, our
developers learned the key processes
and tasks from Pfizer's standard
operating procedures and listened

THE NEW PROGRAM
WAS DESIGNED
WITH THE END
USER IN MIND.

as the experts described how these
procedures are performed from their
role's perspective.

When the program launched at the end
of 2016, many of our clinical colleagues
were facing job role changes and
needed to focus on the medical and
technical elements of their tasks. These
medical professionals didn't have time
to be sifting through information that
would divert their focus. They needed to
learn the processes that were crucial to
their role - and they didn't have time to
waste.

Their collaboration was crucial in
developing
relevant,
informative
courses, but the partnership wasn't
without its challenges. Many experts
were not familiar with how to help
create this type of training at first and
it was often difficult for some of them
to communicate their stories. Some
colleagues were reluctant because their
"old school" way of thinking prevented
them in participating and fully
understanding how telling their stories
could translate into training. Once
they participated in the knowledge
transfer sessions and saw how these
microlearning videos were being
created, they were fully on board.

Therefore, the objective of the new
training program was to provide a lens

The new program allows colleagues to
access training anytime and practically

anywhere. They can take training at their
own pace, access course transcripts,
related job aids, and other task and
process information - all at their
convenience.
THE RESULTS ARE IN
A year after rolling out the initial
program for clinicians, the scope of the
initiative has expanded to include two
other roles, and more are already in
development to include key roles across
the entire organization.
The colleagues and SMEs are now fully
engaged and ready to help expand
this platform. The feedback has been
largely positive - with many colleagues
acknowledging that the new training is
something they can finally relate to and
engage with.
They feel that the new materials paint
a better picture of their everyday jobs
and that they can perform better while
meeting the needs of the business and
are no longer feeling as overloaded and
frustrated by the training requirements.
Colleagues are more motivated to
take the training and are willing to get
involved to help create it.
Plans are already underway to build
a fully mobile experience to give our
colleagues access to supplemental
scenarios, to participate in competitions,
earn virtual rewards and bonuses, and
unlock new learning paths where they
can not only challenge themselves and
learn more on the job, but also feel more
engaged and informed.

Stacy Hubiak is the director in SOP and
training, global product development, center
of excellence at Pfizer, Inc. Email Stacy.

T R A I N I N G I N DUSTR Y MA GAZ INE - GIVING LEARNING A BOOST 20 18 I WWW. T RAININGINDU S T RY . C OM/ MAGAZ I NE

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Table of Contents for the Digital Edition of Training Industry Magazine - May/June 2018