Audience: This training is designed for food service workers who prepare both plant-based and animal-based menu items and regularly interact with patients, addressing their menu inquiries. Participants include individuals with formal culinary training as well as those who have learned on the job, none of whom currently follow a plant-based lifestyle.

Business Problem: NGK Memorial Hospital is transitioning all food service menu items to 100% plant-based by 2026. Nourish & Thrive Café, the hospital's primary meal provider, is key to this initiative. However, food service workers struggle to distinguish between plant-based and animal-based ingredients and are unsure how to prevent cross-contamination. Additionally, food service workers’ uncertainty about plant-based menu options hampers their ability to effectively promote these items and explain their benefits to patients. This uncertainty prevents patients from understanding why they should opt for plant-based options, ultimately affecting their food choices. 

Solution: This course trains food service workers in the benefits of a plant-based diet, equips them with the ability to distinguish between plant-based and animal-based ingredients, and provides strategies to prevent cross-contamination with animal-based ingredients. Given the transition to a fully plant-based menu, it is essential that food service workers understand and adhere to new guidelines to ensure the quality of plant-based items meets standards.  Through scenario-based learning and evaluation, workers can apply and refine these newly acquired skills effectively. Additionally, I have developed a detailed job aid outlining the health benefits of a plant-based diets. This resource is designed to provide comprehensive support, ensuring that workers are well-prepared to communicate the advantages of a plant-based diet to patients. 

Process: This course was developed following a structured, iterative process based on the ADDIE and SAM models. It involved analyzing specific needs, designing targeted learning objectives, and developing content to strategically align with the goal of improving performance. A continuous narrative was woven throughout to create context, highlight conflict, and inspire action. Design elements were carefully selected to enhance useability and reduce cognitive load. Assessments corresponding to levels 2, 3, and 4 of the Kirkpatrick Model were integrated into the learning solution. Level 2 evaluations, such knowledge checks and quizzes, are incorporated during the course.  Levels 3 and 4 are designed to be completed after the employees have finished the training and focus on assessing the application of skills and impact on performance, particularly in relation to achieving organizational goals. 

Audience: This training is intended for sales associates of Scuba Solutions who interact directly with customers seeking scuba diving gear. All sales associates are certified divers, holding at least Dive Master or Scuba Instructor certifications, with decades of experience and specialized certifications. However, their expertise lies in diving rather than business or sales. Their main motivation for working at Scuba Solutions is the employee discount. 

Business Problem: Sales associates’ current emphasis on selling high-end scuba diving equipment has resulted in customers purchasing items that do not meet their needs or priorities, leading to dissatisfaction and driving them to seek alternative retailers where they feel more understood and valued. By failing to ask insightful questions to determine whether renting or purchasing equipment is the best option, associates often prioritize selling high-end gear indiscriminately. This lack of tailored approach results in many customers acquiring equipment that does not fully align with their requirements, causing displeasure. 

Solution: This course trains sales associates to formulate appropriate open-ended questions that accurately assess customer needs and priorities. By doing so, they can better evaluate whether renting or purchasing scuba diving equipment aligns with customers' priorities, rather than relying on their own confirmation biases. It is essential that sales associates use strategies to reduce confirmation bias, ensuring customers end up with diving equipment that they are satisfied with. Through scenario-based learning and evaluation, sales associates can practice and refine these skills effectively. Additionally, I have developed a detailed job aid outlining the characteristics of divers who typically benefit from renting versus purchasing their own equipment. This resource is designed to support sales associates in considering the needs and priorities of divers before making equipment recommendations.  

Process: This course was developed following a structured, iterative process based on the ADDIE and SAM models. It began with a detailed analysis of specific needs, followed by the design of targeted learning objectives and the development of content aligned at enhancing performance. Throughout the course, focused and relevant mini scenarios were strategically embedded to illustrate key concepts in action.  Design elements were thoughtfully chosen to optimize useability and reduce cognitive load. Assessments corresponding to levels 2, 3, and 4 of the Kirkpatrick Model were integrated into the learning solution. Level 2 evaluations, such as knowledge checks and quizzes, are incorporated during the course. Levels 3 and 4 are designed to be completed after the employees have finished the training and focus on assessing the application of skills and impact of performance, particularly in relation to achieving organizational goals.