SDLC Redesign Web-Based Training

Situation: DCRI was preparing to implement a revised Solution Delivery Lifecycle (SDLC) Standard Operating Procedure (SOP) for its Technology team. In the past, training relied heavily on passive WBTs followed by signature attestations. Leadership recognized this approach did not ensure true comprehension or engagement. They requested a more innovative training solution that would not only educate but also validate learners’ understanding of the updated process.

Task: As the Instructional Designer on the project, I was responsible for leading the design and development of a fresh, engaging, and effective learning experience that would:

1. Increase learner engagement and comprehension

2. Provide tailored learning paths for distinct team roles

3. Incorporate assessment to validate knowledge retention

4. Support smoother adoption of the revised SOP across the organization

Action:

To address this challenge, I began with a comprehensive needs analysis, conducting interviews with SMEs, stakeholders, and team leads to fully understand the SOP revisions, the learning audience, and performance expectations. Based on my findings, I created and pitched a custom instructional design strategy that emphasized relevance, role clarity, and interactivity.

Key actions included:

1. Designing a branched, role-based Storyline course that allowed each learner to navigate a customized training path specific to their responsibilities within the Technology team.

2. Developing knowledge checks throughout and a final assessment to verify comprehension.

3. Incorporating storytelling through a football team analogy, creatively linking each SDLC role (e.g., Project Manager, Business Analyst, Tester) to a football position, leveraging Duke’s cultural connection to football for added relatability.

4. Embedding a video message from the Head of Technology to reinforce leadership alignment and connect learners emotionally to the purpose of the SOP.

Result: The final training solution was received enthusiastically by both leadership and team members. It:

• Increased learner engagement and satisfaction, especially among those who had previously struggled to connect with the SOP content.

• Achieved a 50% increase in learner retention and adoption compared to the previous WBT approach.

• Provided leadership with confidence that the SOP had been effectively understood and adopted due to measurable assessment results.

• Sparked interest across the organization to apply similar training models to other SOPs and initiatives.