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Volunteers Matter: Building Connection, Purpose, and Impact at ElderKind
Sample 1: Articulate Storyline 360
Business Purpose: Elderkind faces challenges in retaining and engaging volunteers due to inconsistent communication, volunteer fatigue, and the varied intrinsic motivations of individuals.
Without effective tools and skills to address these issues, they struggle to maintain strong, supportive relationships with volunteers.
This gap impacts volunteer satisfaction, commitment, and ultimately their ability to fulfill their mission.
Project Summary
Audience: Staff and board members who interact directly with volunteers at ElderKind.
Business Solution: The development of ElderKind Training drew on direct experience volunteering within nonprofit organizations alongside a background in human resources. This combination provided practical insights into the challenges faced by volunteer-based organizations and guided the creation of a focused, effective training solution.
The process began with a thorough analysis phase, including a needs assessment that uncovered key issues such as communication barriers, volunteer fatigue, and reliance on intrinsic motivations that vary from person to person. These insights shaped targeted learning objectives emphasizing communication skills, empathy, and volunteer engagement.
During the design phase, a story-driven approach was employed to forge an emotional connection alongside practical skill-building. Authenticity was prioritized by integrating real volunteer experiences. A detailed design document and storyboard were developed to outline the course structure and interactive elements, ensuring alignment with the learning objectives.
To ensure effectiveness, Kirkpatrick Level 2 evaluations assess participant engagement and knowledge retention through knowledge checks and quizzes administered immediately after training. Level 3 evaluations focus on behavioral changes and the practical application of skills in volunteer roles over time. This comprehensive evaluation process ensures a training program that effectively supports ElderKind’s goal of better engaging and retaining volunteers.
Highlights: Scenario based learning, tabbed, flip card and marker interactions, accordion and photo carousel interaction
Lesson Learned:
One of the most powerful insights from the design process was how using real volunteer stories brought the training to life. Sharing authentic experiences, allow connection on a personal level, turning abstract concepts into relatable moments. This approach not only helps the material stick but also encourages a deeper sense of empathy.
Another important lesson involved capturing why people choose to volunteer. I focused on the most common motivations at the time to create a clear and practical resource. However, I recognize that this is only a snapshot - volunteers’ reasons for engaging can be diverse and evolve with time. It’s important to revisit the analysis to keep this information current and ensure the training remains relevant and meaningful.
Click below to see all related deliverables, including the design document, storyboard and training aids.
First Impressions Matter: Paws & Play Intake Interviews
Sample 2: Articulate Rise 360
Business Problem: This thriving local business has built a loyal customer base through exceptional care and personalized attention.
Currently, the owner or business manager handles all intake interviews alongside other responsibilities. Empowering experienced kennel staff to lead intake interviews and streamlining administrative tasks will help the business grow while improving efficiency and customer satisfaction.
Project Summary
Audience: team members with prior experience working with dogs, including veterinary offices and other animal-care environments.
Business Solution: This sample training program was developed using insights from staff interviews, ensuring it addresses real-world needs. Upon completion, kennel staff will be ready to conduct intake interviews and provide data-informed recommendations, supporting smoother operations and better decision-making. While this training serves as a prototype, it offers a clear foundation for future implementation.
The course design includes interactive elements like scenario-based learning, flip cards, and sorting activities to engage learners effectively.
To evaluate success, Kirkpatrick Level 2 assessments measure knowledge retention and engagement immediately after training, while Level 3 evaluations track skill application on the job over time. This approach ensures the training supports the business’s goals of empowering staff and enhancing intake processes.
Lessons Learned: Introducing a formalized intake process and training program in a small, close-knit business requires balancing structure with sensitivity to team dynamics. It’s important to communicate that these changes are designed to support, not replace, the valued human connection and expertise that kennel staff bring.
Being open and honest about any worries around new technology or changes in how things get done helps ease concerns and encourages everyone to feel part of the process.
The Confident Candidate: Resumes, Networking & Interview Fundamentals
Sample 3: Articulate Rise 360
Business Problem: Many new graduates and early-career professionals struggle to showcase their skills and potential, resulting in fewer interview callbacks and missed opportunities. This also makes it harder for HR teams to identify qualified talent, leaving candidates underutilized and organizations facing hiring inefficiencies and talent gap
Audience: The program is designed for university students, recent graduates, early-career professionals, and career changers who want to build stronger resumes, practice interview techniques, and develop confidence. Participants also learn how to communicate transferable skills and apply effective networking strategies to support their career development.
Project Summary
The Confident Candidate Course equips participants with the confidence, communication skills, and strategies needed to succeed in recruitment processes and early career stages. Built on extensive HR experience and insights from delivering live instructor-led seminars, the program provides learners with practical, real-world tools they can apply immediately in resume building, interviews preparation and professional networking.
The course design incorporates interactive, scenario-based learning to ensure an engaging, practice-oriented experience.
Effectiveness is measured using the Kirkpatrick model: Level 2 assessments capture knowledge retention and learner engagement immediately after training, while Level 3 evaluations track the transfer of skills into job-search and workplace contexts. This structured approach ensures the course not only builds individual confidence but also supports organizational objectives by empowering staff and improving recruitment and intake outcomes.
Lessons Learned: I have delivered this course many times and found tremendous value in the workshop format. However, many of the concepts were new to learners, and they often had limited experience connecting them to situations outside the classroom. By incorporating scenario-based exercises, immediate feedback, and engaging activities that can be practiced anytime on any device, participants can reinforce concepts in a safe environment, making it easier to transfer skills into real-world settings.
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