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JackmanJones HW

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3 views3 pages

JackmanJones HW

Uploaded by

jackmanrosamaria
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Instructional Design

Assignment 1: Learning Request


My initial response would be to ask what specific soft skills need to be reviewed,
to avoid going over information not needed and to ensure their team is getting adequate
training. From there, we can look into which presentations/examples to utilize based on
what soft skills need improving. I would also want to look into any notes regarding
mistakes that were made or recurring habits, and see if there’s any material available for
their team to review in their own time. That way they have the option of self-serving,
and they can correct the mistake on their own without it needing to be brought up. Then
I’d prep the training, and go over it with the manager, make sure everything makes
sense, and I didn’t miss any information they were wanting to go over. From there, I’d
set up a time that works best for the manager and their team, and ask if they will need
me on standby for any other questions or concerns post-training.

Assignment 2: Design Improvement (Chosen Module: Coding the Plan)


The only thing that I feel would make it challenging is not knowing the life of a
claim first. I noticed from the facilitator notes that the Life of a Claim training isn’t
visited before coding the plan, and I think that the class should have a grasp on the life
of a claim before knowing medical billing codes. That way when coding is visited, the life
of a claim will be like a review before jumping into something new. I think there could
also be a slide in between slides 8 and 9, going over cost-sharing to give a visual as well,
because it is visited during slide 7. Cost-sharing is brought up, and the trainer goes into
detail, but I think having a slide that goes over it would help visual learners. Last thing I
would change is I would go over all of the different types of codes, and then get into
benefit search. There’s a small break between the codes, and then benefit search is gone
over, but it’d be more beneficial and organized with keeping the types of codes
altogether before jumping into the tool they’ll be utilizing.
The learning activities throughout the training provide a strong support for the
learning modules, they’re a great way for new hires to get some hands-on training. One
thing I would add, if time allowed, just more time to go over benefit search. Fully
learning to utilize that tool while learning the types of codes would get them more
comfortable with it all. Because they’re actively figuring out what each code looks like,
and what they mean, and then they’ll be able to know what goes where in benefit search.
Then that will help with knowing how to utilize the tool.
Aside from what all is mentioned above, the training is solid and the structure of
it flows really well.
People Management

Assignment 1: Struggling Learner


I would privately come to Tyler with patience and ask how he best learns, that
way he’s taking in the knowledge in a way that works for him. Then I would revisit the
training, and see if that learning style is included enough in the training. During
assignments, I would suggest private breakout rooms, that way Tyler, or anyone else,
can feel comfortable asking questions without feeling judged, and knowing his learning
style would help in 1:1 situations as well. Then I would see if any previous assignments
or worksheets need to be revisited to ensure he understands previous materials that we
went over. I’d let nesting support leaders know as well, that way they can provide any
additional insight/assistance. Learning from more tenured peers in that field can help
break things down more precisely. I would also recommend that Tyler takes notes on
anything that he had a hard time understanding, that way he can revisit it later and go
over it in a way that makes sense to him.

Assignment 2: Disruptive Learner


A general, verbal warning would be given to the class as a reminder to not talk
over each other. If the problem persists after that, I would speak with Sel privately in a
breakout room or a separate zoom meeting. I’d let her know that I’ve noticed the
behavior of interrupting/speaking over others, and remind her that we should allow
everyone to finish what they have to say. If she has a question or a thought to add, she
can raise her hand and we’ll be sure to get to her next. I’d encourage her enthusiasm to
participate in the conversation, but remind her that we want to maintain an open
environment while keeping it professional and we want to respect our peers’ time to
speak.
Stakeholder Management & Communication

Assignment 1: Relationship Building


Outside of my current team (Coordination of Benefits(COB), MCA), I answer
questions from other teams (Gen, MSOON, RT) regarding COB, and how claims are
affected. I try to simplify information as I know COB can already be tricky to
understand. I go over what other teams need to look out for, and what discrepancies
they should be aware of. As a result, I am one of the go-to people on the COB team when
something doesn’t make sense. I’ve also recently got to work with the Client Issue
Resolutions department. They were needing clarification on COB and Medicare, and I
let them know they could ask me questions anytime, and they did end up slacking me,
requesting more information. Opening the door to them asking for more help if needed,
I feel, let them know that they had someone from the COB side that they could lean on
for more clarification on things.
My goal is to always ensure that people know they can come to me as a source for
information, and that is the attitude I want to maintain as a Learning Specialist. If I’m
not clear on something, I’m always transparent with people, and I let them know that I’ll
investigate further to reach a clear resolution. I will be the one to ask that question for
them and I’ll look into getting something updated if needed. I’d also like to learn more
about people’s roles. I love learning, and getting to know people across the organization,
and that gives people a sense of trust that I’ll know what I’m doing, because I took the
time to understand it. Everyone should have a clear understanding of things so that they
can confidently act in their role. There shouldn’t be the question of “Am I doing this
right?” every time they come across something. I’d like to help people build on their
strengths, grow in their weaknesses and help come up with a game plan that will work
better in the long run. Whether that be for a team or an individual.

Assignment 2: Internal Communication with Stakeholders


Slack sent to Chelsea Taylor, as instructed on the assignment.

Assignment 3: Weekly Readout to Stakeholders


Weekly Readout Slide

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