GoHealth, Chicago, Illinois: GoHealth, ProjectOne

Written answers to the questions

Total 193 words used.

Due to learning challenges in the past year, we were forced to look within and pose a challenging question: How can we match individual goals with recognized learning needs across our business while concentrating on personal development and creating a transparent path of growth for everyone?

The pace of change was rapid because of many organizational restructurings, forcing us to operate quickly and efficiently while also having to adjust to the shifting demands, preferences, and technology of our expanding remote workforce of modern learners.

We developed a new training method by seizing the opportunity to improve and foster innovation in our organization. In 2021, we hired Jay Fortuna to oversee a new department. ProjectOne was introduced by Jay. ProjectONE created a One Network Experience for GoHealth employees while preserving our culture. Performance and development streamlined, repeatable, and scalable.

Some team accomplishments during Jay's leadership are:

• Developed and successfully implemented ProjectONE, our new employee development and performance agility process
• Introduced Engagedly, a new learning management system
• Developed Actioning Talent Cycles, a performance management program
• Aligned job roles and responsibilities, generating career pathing opportunities called IMPACT Plans
• Oversaw the redesign of our corporate learning library

Total 249 words used.

The framework of ProjectONE created a space in which our creative learning team could innovate and take the calculated risk needed, which included:  

• Locating and implementing a performance and learning system that could complete ProjectONE's objectives.
• Establish IMPACT Plans for 300+ roles. Working with each leader to identify position requirements that support an organized career mobility strategy.
• Aligned position-specific learning opportunities. incorporating 30-60-90-day check-ins for internal/external job transfers and new hires, job-specific learning and development, job skills, and top targets.
• Establish pilot implementation teams to verify the effectiveness while collecting information and modifying the method until we solve the problem. Resulting in faster delivery to our teams and tighter cycle of implementation, feedback, and iteration increased our chances of success.

ROI from our team’s ability to quickly modify our approach, shift our training, and meet our learner’s needs resulted in the following: 

• Over 25,000 training hours logged 
• Nearly 40,000 Continuing Education hours for our existing workforce 
• 6,000+ New Employees trained 
• 3,000+ Continual Training Events 
• 3 months of Leadership Training for 300+ leaders across our organization globally for our new performance and Development (w/LMS) platform – Engagedly 

Our team fosters a healthy culture and is more connected than ever by developing innovative programs to aid ProjectONE's success and developed strong, trust-based connections to support each other's initiatives. This has pushed us to be innovative and embrace cutting-edge ideas and techniques to promote continuous learning. We additionally actively work with our Sales Leaders to support continuous improvement.

Total 237 words used.

The Learning and Organizational Development team has been intentional, focused, and innovative in collaborating and supporting changes, namely: 

• 4 Organizational Restructures: Creating a new stand-alone department, initialing as only four individuals to now being 80 employees covering multiple sub-departments: Instructional Design, Center of Excellence, Sales Enablement (coaching support), and two training facilitator departments. 
• AEP/OEP – Open enrollment for Medicare: Supporting new training programs specific to each department and onboarding internal transfers for support.  
• Change Management aligned our team and encouraged innovative collaboration and cross-training of our L & OD department, which supports ProjectONE. Examples: new onboarding process, aligned job roles (IMPACT Plans), Training SOPs, a new document control process, and cross-trained all facilitators to support business growth. 
• System Implementations: To support ProjectONE, we had to be creative and look for ways to improve training and development. We used Engagedly. Engagedly, a modern performance management software and LMS, simplifies and incorporates employee participation into performance reviews. Engagedly's goal management technology lets leaders distribute goals and track progress. To centralize, we connected LinkedIn Learning to our LMS and Tableau and UKG to Engagedly via API. Jenny (Second Nature), an AI platform with immersive simulations, allows our salesforce to learn, make mistakes, and improve in a safe environment. Jenny records what our sales reps and trainers found, how deeply they covered important themes, and how they handled objections and inquiries. Jenny gives real-time feedback and support to our sales floor.

Total 27 words used.

1. ProjectONE Overview deck   
    
2. IMPACT Plan Creation Template Reference Guide 
    
3. Engagedly (LMS) Data Management and Migration Plan  
    
4. ProjectONE Executive summary 
    
5. ProjectONE/Engagedly Corporate Communication Plan 
    
6. Individual and Leadership Competencies