On final review, though, you start to question some of what has been set-up. Do the quality of the Skills accomplish what you are looking for your users to learn? Do the Behaviours grow your user base in the way you are hoping?
To help alleviate any of these nagging questions, we've highlighted some examples of each of these areas of Red Panda below, set-up in an existing client accounts. We consider these examples to conform to Red Panda best practices, and encourage you to keep them in mind when developing in your own instance.
An innovative approach to Journeys for one client centers around employee career development in the organisation.
This client had the goal of creating a Journey that would allow all employees to track professional development. After some internal discussions, they came up with the below configuration:
The journey includes action cards with measurable events (e.g. "Have a conversation with a Colleague") as well as cards that are a bit more open ended (e.g. "Reflect and Analyse"). This mix of items for each of your users will ultimately lead them into completing well rounded, comprehensive journeys.
Skills and Behaviours Example
Within the journey highlighted above, Red Panda administrators decided they want each user to highlight specific examples of skills and behaviours they hope to achieve via the "Check-ins" function. An example of how one employee handled this assignment is below:
In all cases with skills and behaviours in Red Panda, we encourage users to think of real world examples like the above that apply to their day-to-day endeavors.