Change in Motion – Building an Enterprise Learning & Engagement Framework During Organizational Realignment & Financial Turnaround
About the Project
A fully engineered enterprise learning & engagement framework built to guide leaders and employees through organizational realignment.
The Change in Motion initiative was designed as a complete, end-to-end support model during a major financial-turnaround realignment. The project delivered structured resources, clear communication, readiness tools, and multi-audience learning experiences; all created to reduce uncertainty, align leadership behavior, and support employees through ongoing organizational change.
What began as a high-pressure request for realignment support grew into a comprehensive enterprise program: a scalable site, with microlearning framework, leader communication assets, resilience & change-navigation resources, and consistent engagement strategies. The framework blended cross-functional collaboration, Agile delivery, instructional design, organizational change management, and analytics-driven decision-making.
Over the course of the initiative, employees received structured guidance on navigating change, building trust, sustaining resilience, understanding organizational impacts, and staying informed. Leaders were equipped with communication toolkits, planning resources, FAQs informed by ELT, microlearning’s for leading through change, and ongoing support through drop-ins and future-state ‘Lunch & Learn’ sessions developed as part of the long-term engagement strategy. The result was a unified, human-centered experience that strengthened alignment and equipped the workforce to operate confidently during an intense period of transition.
The Challenge
The organization announced a major organization realignment tied to a financial turnaround, creating:
High levels of employee uncertainty
Limited resources and shrinking support
An urgent need for clarity, trust, and consistent communication
Leaders needed direction. Employees needed support and the organization lacked a centralized system to guide workforce understanding during rapid change.
My Role
I served as the strategic lead for the initiative, operating as the architect, designer, content strategist, engagement lead, and Agile driver behind the full Change in Motion framework.
Program Rollout
SharePoint Architect & Experience Designer
Built the Change in Motion SharePoint Hub from scratch
Designed branding, messaging, and user experience
Structured clear navigation pathways for leaders and staff
Created the central “single source of truth” for all realignment content
2. Content Creation & Instructional Strategy
Strategic Partnership with Organizational Change Management (OCM) team, who:
Researched emerging organizational needs
Vetted content themes
Identified whether resources were leader-specific or employee-facing
Ensured alignment with change messaging and psychological safety
Cross-Functional Collaboration
I worked with subject matter experts across:
Human Resources
Information Technology
Executive Office Management & BOD Liaison
This ensured accuracy, relevance, and consistent messaging across all content.
3. Employee-Facing Learning & Support Resources
I developed a library of resources to help employees navigate uncertainty and stay informed.
Core Learning Themes
Rebuilding trust
Navigating and embracing change
Coping strategies during uncertain times
Building resilience and a growth mindset
Tools for positivity and mental well-being
Instructional Assets I Built
Micro eLearning’s
Micro workshops
Bite-sized courses
Resilience tools
Templates for meetings, communication, and goal setting
Communication Resources
A news and updates center
A historical library of past articles
Timely resource alerts to maintain engagement
4. Leader-Facing Learning & Enablement
I built an end-to-end leadership enablement suite to help leaders support their teams during the transition.
Leader Tools & Deliverables
Leadership communication toolkit
Organizational management tools
Strategy and planning guides
Leader-focused micro-learnings
Leadership training calendar
Curated external realignment resources
Financial Turnaround FAQ
One of the key resources I supported was the CEO- and ELT-informed Financial Turnaround FAQ, which I integrated into the Change in Motion Hub by ensuring direct access, proper placement, and alignment with the overall communication flow. This made the FAQ a high-visibility, high-trust resource across the organization.
5. Microlearning Framework
I developed a comprehensive microlearning framework to continuously reinforce key behaviors and mindsets through short, targeted learning experiences.
This framework included:
Sparks (5-minute or less micro-learnings)
Cornerstone On-Demand learning courses aligned to each theme
This approach supported consistent reinforcement without overwhelming employees navigating large-scale change.
6. Engagement & Leader Support Components
As part of the Change in Motion initiative, I delivered multiple engagement touchpoints to support employees and leaders during the organizational realignment.
Completed Deliverables
Department Drop-Ins:
I conducted live drop-in sessions to provide real-time support, clarify resources, reinforce change messaging, and answer questions directly from employees and leaders throughout the transition.
Future-State Recommendations (Proposed, Not Executed)
In addition to the completed deliverables, I also designed and presented future-phase engagement strategies to L&D Leadership and OCM Team for potential rollout:
Leader Ambassador Initiative (Proposed)
A distributed leadership support model intended to strengthen adoption by empowering leaders to:
Reinforce key messages
Model application of new tools
Motivate and guide their teams
Serve as peer champions and thought partners across departments
“Launch & Learn” Sessions (Proposed)
Interactive, optional deep-dive sessions envisioned to:
Deepen leader understanding of change resources
Increase confidence in applying tools
Support leaders in integrating practices into daily workflows
These components were strategically developed and presented as part of the long-term engagement roadmap but were not implemented due to organizational timing and shifting priorities.
7. Agile Leadership, PMO, & Scrum Execution
I drove the operational engine behind every deliverable:
Managed sprints
Coordinated workstreams
Prioritized cross-functional tasks
Facilitated sprint reviews
Ensured alignment between OCM, and Human Resources SMEs
Maintained timelines and quality
I worked as the Scrum Master + PMO, ensuring seamless execution.
8. Analytics & Performance Tracking
Using SharePoint’s built-in analytics, I monitored key performance indicators across the Change in Motion hub, including:
Engagement
Adoption
Content performance
Page metrics
Weekly trends
I used these insights to inform updates, refine content placement, and guide leadership on usage patterns, turning the hub into a measurable and continuously improving platform.
The Impact
I delivered a clear, structured, supportive experience at a time when employees and leaders needed direction the most.
Impact included:
A trusted central hub during realignment
Improved clarity and communication
Aligned leadership behavior
Empowered employees with actionable tools
A scalable, repeatable learning and communication framework