Cyndee Tovsen University of Colorado Denver, Information & Learning Technologies August 30, 2012

Developing an Online Employee-Centric Growth Resource

Problem
My colleagues and I work for Lockheed Martin Corporation (LM), the makers of aircraft, and systems for aircraft, ships, satellites, rockets, and spacecraft. We were formed in 1995, but our varied history goes back 100 years this year! Bob Stevens is our Chairman and CEO, and regularly publishes his view of LM corporate values, such as the recent, Shaping A Culture That Reinforces Our Corporate Values. The message Bob Stevens sends is that our employees get a clear message of whats required for them to succeed in their careers and for continued improvement. My role in the Lockheed Martin Corporation is that of Site Lead and Instructional Designer. I have recently worked with two employees to gain self-awareness, selfimprovement, and to find assistance for the technologies that they work with every day. LM has supplied some good resources for the organization, four of which we will concentrate on: Books 24 x 7 Opal Learning System Skillport Learning Lynda.com

While using the many provided LM resources through our corporate website, we are faced with some challenges. Specific employee-centric resources are not easily found nor are the various resource areas easily located.

Goals
It is my change plan that I will help my employees to: Learn how to find specific resources that are important for their growth Capture the found resources in a spreadsheet for their and others use

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Cyndee Tovsen University of Colorado Denver, Information & Learning Technologies August 30, 2012

Planned Intervention
My planned response to this problem is that I will help colleagues to locate specific resources and show them how to add to the Microsoft Excel spreadsheet I have created to capture these links for future quick reference for them and other LM employees. It will be up to these employees to add approximately five resources a week. In Week 1, the spreadsheet will be uploaded to our Coast Guard Air Technical Training Center SharePoint server where the employees can contribute to the listing as a team project. The employees will be given direction on how to locate self-awareness, selfimprovement, and technology aids and learning. In Weeks 2-6, the employees will find approximately five new resources per week and post their information to the spreadsheet. They will verify the link to that resource as reliable. On Week 7, the resource listing will be presented to Lockheed Martin as another resource in the Growth section of their website for all employees to use. I realize that beginning a new project like this one, involving the use of technology and including notes from employees could be stressful and met with some resistance. LM Corporate may also have some apprehension, but according to the S-shaped adoption curve by Surry-Ely (2001), our growth process of innovation will be slow to adopt in the beginning, but successful over time.

Fig. 1, S-Curve depicting the process of innovation adoption over time.

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Cyndee Tovsen University of Colorado Denver, Information & Learning Technologies August 30, 2012

Evaluation Plan
Weekly, I will check with the employees and oversee the resource listing. I will address any access problems and help them to work with the spreadsheet. During this time we will also reflect and discuss the various resources found and how they can be used by the employee to grow individually and for the company. The quality indicators will include recording the number of new resources and journal entries of the discussions (in general).

Expected Findings
The biggest take-away in the Surry-Ely paper for me was the statement that this process of adoption and applies to the study of innovations from any field (including everything technology). It is helpful to remember the S-curve notion while trying to sell, design, develop, instruct, and to provide support to our team and customer when creating new courseware and projects for and with them. I expect this project to be a great resource for my employees and others in the Lockheed Martin Corporation, and that it will be used frequently.

Stakeholder Impacts
During this project I will enlist the help of my superiors, John Gentile, Program Manager, and Matt Murphy, Program Assistant, to lend their corporate knowledge and support for this project and that it complies with Lockheed Martin Corporation goals and could be adopted by upper management. It is important to remember that this undertaking is a new process and that it can be modified along the way. It is also important to note that it will take many weeks to begin accumulating the resource information and entering it on the spreadsheet while verifying the successful links.

References
Surry, D.W., & Ely, D.P. (2001). Adoption, diffusion, implementation, and institutionalization of educational innovations. In R. Reiser & J. V. Dempsey (Eds.), Trends and issues in instructional design and technology. Upper Saddle River, NJ: Prentice-Hall. Draft online:
http://www.usouthal.edu/coe/bset/surry/papers/adoption/chap.htm

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Cyndee Tovsen University of Colorado Denver, Information & Learning Technologies August 30, 2012

Attachments
Sample of the proposed Microsoft Excel worksheet holding the reference listing:
Lockheed Martin Corporation Online Employee Self-Awareness, Self-Improvement, and Technical Help Reference Listing with Four Category Sections
Date: August 26, 2012
Link Source Title Authors Publisher Description Online Medium Comments Length

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