Everyone learns differently. No matter the size of your organization — from 10 people to 100,000 — you’re faced with the same dilemma, how do you ensure your learning solutions can work for everyone? That’s why Cornerstone Studios creates a variety of series types. The more options you have, the more people you can serve. And their great work of providing outstanding learning options to our customers was just recognized with three Telly Awards!
The Cornerstone Studios' original series “The H Files” and “DNA" took home three Telly Awards this year.
The Telly Awards honor exceptional video work from advertisements, TV stations, production companies, publishers and more. “The H Files” offers workplace insights through the lens of history while “DNA” — Digital Native Advancement — teaches necessary skills to Gen Z as they enter the workforce.
We spoke with Doug Segers, senior director of original content for Cornerstone Studios, about how these two learning content projects improved our customer’s workplaces and why nano learning and episodic storytelling connect with learners at any organization.
Cornerstone Editors: What were your goals when your team created these two now award-winning content series? How were you hoping learners could benefit in the workplace from this content?
Doug Segers: “DNA: DEI” represents the third and fourth release of our Digital Native Advancement, or DNA, content. DNA was our first original series built around teaching interpersonal skills to Gen Z, often referred to as a generation of digital natives. This most recent release is 14 lessons on various diversity, equity and inclusion topics. Lessons answer questions learners might have about how to handle specific scenarios at work, but each has broader implications and is also applicable to managers and leaders who work with Gen Z employees.
“The H Files: Leading With Uncertainty” is the second season of “The H Files,” which teaches modern workplace learning by examining historical events and people. We were creating this season in the middle of the coronavirus pandemic. It seemed like a natural opportunity for us to look at the flu pandemic of 1918 to see if we could use stories from that outbreak to learn about the one that we’re in. We looked for inspirational success stories to create a program about leading and practicing crisis management through uncertainty.
Cornerstone: What lessons from the 1918 flu pandemic can people apply when leading during periods of uncertainty?
Doug: There was a lot to take away from these individuals’ stories about how people survived a similar situation a hundred years ago. When we were researching, we found so much similarity between the ways people were behaving and what’s happening now. The rollout of misinformation, having to continue on with your daily life while in the midst of a life-and-death global pandemic, so much echoed our own environment.
In most of the stories we tell in the course, compassion and empathy are a huge part of why these people were able to be successful during this incredibly challenging and scary time. There really was a throughline of empathy and resilience being a major driver as to why people succeeded.
Cornerstone: The DNA series is a collection of nano learning courses. Why are short episodes an important format for learning content?
Doug: Certainly, in the last five years, people's viewing habits have changed. They will move on quickly if they don't feel like the time that's being spent with any piece of content, learning or otherwise, is going to be valuable for them. Spend some time on Netflix or YouTube or TikTok — if you're not engaged, you're just going to click “next.”
Shorter, episodic learning does become an easier ask than longer-form content when people’s lives are busy. The longest “The H Files” lesson is under 5 minutes; the shortest “DNA” lesson is under two. It’s about meeting people where they’re at when competing for their time. It’s important for us to make a variety of types of learning available, taking into consideration which formats and genres are popular and how people are consuming content across devices.
Cornerstone: What adjustments did you have to make to produce original learning content remotely during a pandemic?
Doug: I think lockdown actually, in some ways, fueled our productivity and allowed us to be agile and move quickly as it related to content development. For “The H Files,” we had to rely more on pre-existing materials — so historical content, B-roll, reenactments, photographs, illustrations, that sort of thing — instead of doing live shoots. We decided to use voiceover instead of a host, which was easier to produce remotely because it didn't require in-studio recording or on-location recording.
When you're in production, it tends to be hectic, whether it's physical or remote. It requires us to tap into some different tools and skillsets in order to move the creative process forward and deliver a completed piece of content or a series that satisfies all of the variables that we have to hit in order to produce successful original content.
Want to keep learning? Explore our products, customer stories, and the latest industry insights.
글로벌 스킬 부족 상황에서 살아남기
새로워진 업무 현실은 조직과 직원에게 장기적인 긍정적이거나 부정적이거나 양쪽 방향으로 영향을 미치고 있습니다. 직원들의 스킬을 개발하는 데 집중하는 조직은 이러한 미지의 황무지를 헤쳐 나가려고 고군분투하지 않아도 성공할 수 있습니다. 세계의 성공적인 조직들이 어떻게 스킬을 사용하여 팬데믹 이후 시대에서도 조직과 직원이 살아남고 성장하도록 돕고 있는지, 당신의 조직은 어떻게 이를 실현할 수 있는지 알아보시기 바랍니다. eBook 다운로드 시 확인 가능한 내용: 성과가 높은 조직이 스킬을 통해 시장을 주도하는 방법 고용주와 직원의 신뢰도 격차 및 시사점 전 세계 스킬 개발의 현황 스킬로 주도하여 HPO가 되는 실용적인 전략
모두를 위한 완벽한 학습 경험
변화무쌍한 오늘날의 비즈니스 여건에서는 유연한 적응력을 갖추고 생산성을 높여 조직의 회복탄력성과 성장을 계속해서 시험해봐야 합니다. 시대 흐름에 맞는 수준의 민첩성에 도달하려면 구성원의 성공을 조직 전체의 성공과 연계시켜야 합니다. Cornerstone Learning을 이용하면 귀사의 규모에 맞춰 구성원들에게 현대적인 학습 경험을 제공할 수 있습니다. 구성원, 데이터, 콘텐츠, 시스템을 유기적으로 연결하면 인재 역량 개발도 최적화되고 지속성을 갖습니다.
최고의 인재를 영입하고 유지하기
TalentLink는 채용 프로세스의 능률을 높여 최고의 인재가 귀사에 관심을 보이고 지원하게 하며, 가장 적합한 역할을 매칭시키고 팀 내에 신속하게 적응하여 생산성을 발휘할 수 있도록 합니다. 채용을 진행하는 곳이 한 곳이든 수백 곳이든, 모집자와 채용 담당자가 쉽게 협업하고 지원자를 관리할 수 있어, 입사 지원자가 채용 프로세스를 밟으면서 매 단계마다 귀사가 자신에게 신경을 써주고 소통이 원활하다고 느낄 수 있습니다.