Building Data-Driven Prototypes in Axure
Comprehensive video course created for Pluralsight on advanced UX prototyping
This case study describes authentic workplace learning design. I've handled the typical NDA considerations by adapting details and recreating artifacts, but the strategy and impact are real.
Background
Charles Schwab's Digital Retail department was gearing up for a major 2025 digital transformation initiative that included the launch of the "Grow with Digital Retail" program. The challenge? This wasn't going to be a top-down training program. Instead, employees would be expected to take the lead on identifying and filling their own knowledge and skill gaps to support the transformation effort.
There was just one problem: a Q3 2024 survey revealed that over 70% of Digital Retail team members were unaware that Schwab even had resources like career coaching and ERG mentorship program. The resources existed—they were just scattered across multiple platforms with no logical path forward for professional development.
Skills: Needs assessment • Content curation • Learning pathway design
Tools: EdCast MyLXP • Figma • Excel
The challenge
How do you help employees shift from passive learning recipients to active professional development owners when they don't even know what resources are available? And how do you do it in two weeks to support a major organizational transformation launch?
The real challenge wasn't creating more content—Schwab had plenty of learning resources. The challenge was creating a mindset shift toward self-directed learning while providing a clear, logical pathway through existing organizational resources that employees didn't know existed.
The learning strategy behind the path
My approach combined self-directed learning theory with connectivism principles, recognizing that professional development ownership requires both individual agency and awareness of organizational learning networks. I curated a six-module learning journey that transformed scattered organizational resources into a cohesive professional development experience.
Module Flow
- Embrace Development Mindset - Articles and videos on growth mindset and ownership
- Assess Skills & Learning Style - Schwab career assessment tools and learning preference resources
- Set Clear Goals - Goal-setting frameworks and templates from HR toolkit
- Discover Schwab Programs - Curated tour of available coaching, mentorship, and learning resources
- Build Support Network - Connection strategies and ERG program information
- Celebrate Milestones - Accountability tools and recognition approaches
Content curation strategy
Instead of creating new resources, I strategically selected and sequenced existing content to create a logical learning pathway. For example:
- Section 1 (Understanding Importance of Learning): Four LinkedIn Learning videos progressing from "Learning outside of traditional education" through "Skills for learning" to establish mindset foundation
- Section 2 (Assessing Yourself): Five LinkedIn Learning modules covering skills self-assessment, learning inventory, and learning style identification (formal, social, experiential)
- Section 3 (Setting Goals): Mixed approach with four LinkedIn Learning goal-setting videos plus Schwab's "Designing Your Work Life" audiobook from the Libby collection
- Section 4 (Discover Schwab Programs): Five Schwab-specific resources including career development planning sessions, mentorship program details, People Leader development opportunities, and The Learning Newsletter
- Sections 5-6 (Support & Celebration): LinkedIn Learning content on accountability and feedback, plus Schwab's internal tools for maximizing strengths
Platform implementation
Used EdCast MyLXP's journey builder to create guided pathways with embedded resources, progress tracking, and optional discussion spaces for peer connection.
The impact
Within the first month post-launch, the journey gained traction within Digital Retail and unexpected cross-departmental usage, with analytics showing learners progressing through multiple modules rather than stopping after initial exploration. The strategic focus on mindset first, followed by practical tools, created a logical learning flow that supported both immediate transformation needs and long-term professional development culture.
The power of curation over creation helped me move fast when organizational change couldn't wait for custom content development. Sometimes the best learning design is connecting the dots between resources that already exist.
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