Problem Statement

Many associates were hesitant to speak up, which negatively affected morale, engagement, and team performance. Leaders often believed they were being clear and supportive, but there was a consistent gap between intent and impact, especially in day‑to‑day communication. As your design document states, the session was created to help leaders understand “how values shape behaviors and how those behaviors either create or erode psychological safety”.

To sustain behavior change beyond the session, leaders needed a simple, actionable way to reflect on their communication and identify small shifts that build trust and openness.

Solution: Post‑Session Reflection Tool (“One Value, One Shift”)

To reinforce the learning and drive real behavior change, I designed a concise, human‑centered reflection tool that leaders complete immediately after the session. This tool prompts leaders to:

  • Reflect on recent interactions
  • Identify where their communication may support or limit associate voice
  • Choose one small, intentional shift aligned to their values
  • Commit to applying that shift in their next conversation

This aligns directly with the program’s learning objective: helping leaders “identify one value they want to model more consistently” and “commit to one action they will implement immediately” .

The reflection tool is intentionally simple, visual, and psychologically safe — designed to lower resistance and increase adoption.

My Role

  • I designed the post‑session reflection tool to reinforce behavior change and help leaders apply the “One Value, One Shift” framework immediately after training. My responsibilities included:
  • Instructional Strategy: Translating session concepts (values → behaviors → psychological safety) into a simple, actionable reflection model.
  • Content Development: Writing clear, psychologically safe prompts that guide leaders through awareness, insight, and action.
  • Experience & Visual Design: Creating an intuitive, accessible layout that encourages quick completion and meaningful reflection.
  • Behavior Change Reinforcement: Integrating the tool into the session close and aligning it with the follow‑up assessment plan to support sustained leadership behavior shifts.