Enablement That Scales - Turning Workfront Blueprints into Real-World Training Programs

Transcript

Welcome, everyone.

This is enablement that scales term work from Blueprints into real world training programs. So we’re going to go ahead and jump in with the question that everybody asks. The most important question of the day is the session being recorded? The answer is yes.

So we’ve got it a couple of different ways and we’ll make sure that you get the recording.

The majority of the session, I say majority, at least half of it is going to be like live in an environment. So I’ll try to pull some screenshots, but we’ll see how that goes. And look, there’s one. That is a professional right there. That is professionalism. I was busy so much in my work for instance that there’s the today’s agenda.

But we are going to do this in three sections. So I’m just going to jump to it because it’s going to make more sense when you see it.

This session is presented by your work front scale customer success team. We have decided to allow Leslie to be on PTO. You know, we’re allowed to be on PTO sometimes. But I’m here. Nicole’s here and Carrie is here as our honorary scale team member. And so if you need to get a hold of this, I’m going to argue that the best way to get a hold of this if you have questions is the CSS scale. And you can go to the link at Adobe.com. However, I always like to say this. We are not support. So please, if you are having a bug or something looks weird or just whatever that is, something urgent, don’t send it to us because you’re waiting on us to see that email. Open that ticket. That’s my lecture on that. Okay. Let’s jump in first. So this session is about training. And when I mean training, I’m talking about the big T capital T training. So we can’t walk into this session without talking about your users and how learners learn. Why do I why do I care about that? Because I am a 20 year training person. Like I have all of the certifications, instructional design, e-learning, all of those things. And so I’ve spent a lot of my professional life trying to figure out how to get people to do things and maybe even trick them into it. Like and we’re going to talk about that. But let’s talk literally about like how learners learn. So there’s I have some lists here, but there’s obviously hands on and there is a lot of research. I’m not going to be super nerdy with you. But if this is something that you’re leaning into or like from an organizational standpoint. I think it’s it’s worth just give it a Google on how learners approach like trying to adopt and adapt to new information. So obviously hands on one of them. And then you’re thinking about like auditory learners and tangential and visual learners and all these different things. Like you want to think about the way you approach training. But in terms of this session, yes, the hands on is super important. Just in time is super important. There’s nothing that frustrates me more as a former trainer. And it happens all the time. It happens in every company I’ve ever worked for where you go to a training session and you’re not supposed to use that information for a week or two weeks or a month. Like that was literally just a waste of time for everybody. So as we talk through all these things, again, I just want to throw this out. Like it has to be just in time, which means it needs to be available to when that person is right there in that moment. Self paced because everybody works at a different pace. Everybody’s got different learning styles and learning approaches. And so this needs to be something that you consider supported. We are going to talk about that. This is a team sport. So how how are we going to give people support that they need? And the way things make sense to me and if you’ve been coming to any session that I’ve ever facilitated, I’ve told you that I am your cautionary tale. I thought things made super great sense. The decisions that I made, I thought were going to be so great for users. And I find out that it didn’t really like the way I worded it or the way that I presented it did not make any sense. So an ability to like accept feedback, make changes, repetitive is important. This this idea of like redundancy in like constantly giving people like remember to do this, remember to this. That is, you know, and I think Nicole has said it several times in her communication tips. Like you have to say things seven times. This is another thing that you have to consider in terms of work front training and scaling is like, how do I make this repetitive without being, you know, just beating people down? Fun is important. You’ll see some fun. I had some fun in here. You know, that’s me. And then this accountability piece. There’s there’s another thing. And again, from a former trainer is if nobody’s checking, why am I doing this? So like I will I am a rule follower sometimes and I will do the thing and then I’ll find out that like nobody’s looking at that report or nobody’s even bothering to give me feedback. So why did I do the thing if it doesn’t matter? So there needs to be some sort of bignual accountability that also goes into recognition.

If you thought that I was on my soapbox, you’re wrong because I’m about to get on my soapbox. OK. So what is training generally? So we can talk about like it’s so funny. It goes through cycles like it’s you know, we don’t call it training. We call it enablement. We call it setting expectations. We call it whatever magical new, you know, performance improvement. Well, there was a bunch of different we’ve gone through a billion different things.

Whatever you’re calling it in your organization in order to like I need someone to do a thing and I need to do it this way. And I hope that they understand why they’re doing that. But also, I don’t know that I care. I just need them to do it that way. That’s training. Right. In terms of this session, what is training? We’re going to talk about not just work front. We’re talking about new hire onboarding. We’re talking about new department onboarding. And yes, we are talking about new work front or into the system onboarding. In terms of training with work front, what does that mean? And I want you all to think about this very carefully because there is a big difference between what work front can do. What you want to use work front for and what that individual user is supposed to use work front for. Because those are three very different things. So those and they’re all important.

I think everyone needs to know what work front can do. Sure. Even if you’re not using those features, like I’ve said this to a lot of customers. If you tell if you only give your users part of the story, I promise you that they will make up their own narrative and their own version of work front. Work front can do something or can’t do something. So I’m just going to remind you, like there’s three pieces to this. What it can do, what your organization uses work front for. Also super important. And then what these individual users are supposed to use work front for. So when you’re talking about training, all those pieces need to be in there. And then what’s that common thread? And I sort of gave you the spoiler. It’s communication. So anything that we’ve ever done, whether it be, you know, Carrie’s change management stuff, whether it be Nicole’s Tim communication tips. All of that’s training, right? Like it’s all part of that in that there needs to be a common consistent messaging, regular consistent messaging in terms of training. So that’s that’s my soapbox in terms of like there’s so much to training and and like.

I think it’s really difficult to explain to leadership sometimes that like training is not awareness of a thing.

That’s not training. Training is a change in behavior. I was doing a thing this way. I’m doing it this other way now. Which means it’s foundational. And so when what I’m about to go through, you all be like, oh, my gosh, this is so much. I got to do all these things. You would have take the word work front out of it. You got to do that with any system. All the things that I’m about to show you, like training should be foundational. It’s a mechanism to like guide people to sort of say, hey, don’t this is what we’re doing and this is why we’re doing it. So. Off the soapbox for for now, before you step down, Catherine added an amazing another thing to add yourself, which is what the user thinks work front is supposed to be able to do. That’s part of it, too. So is the training and enablement can be a great level set of all the things. Awesome addition. Also, we tricked all of you. This is not a training session. It’s an adoption session session. We checked. Thank you, Catherine. Yes. Awesome.

All right. So let’s talk about examples. Here’s why. Yes. Are we going to talk about how to build projects? I’m going to show you all the things that are built in the instance. But I’m not going to lie. Like training is a heavy lift. What we’re about to go through will lighten the load is still heavy lift. So the question is, like, what what type of training are you doing for your users or want to do for your users? Is it instructor led? It’s so funny to me that that is still a lot of companies. I think I still have friends of my old companies that are like, yeah, the only thing I’m allowed to do is instructor led virtual or in person. But that’s that’s that’s what training means to them. And I’m like, yeah, but there’s a lot of other things. Obviously, there’s e-learning. Right. Which is sort of being read at. OK, that’s fair. But it’s still going through things. There’s also documentation. So that could be PowerPoints. That could be, you know, Word docs. But that could also be videos because it’s still documentation. So think about this idea of like how what trainings are you going to build? And going back to what I said before of. Yes, we have experience league. Experience league is great. Like those of us that didn’t even really have work front one to begin and then we got work front one back in the day. We’re like, oh, great. Links we can share. It’s still about what work front can do. Not what not how you use work front. And just like Catherine said, like what what do I think I’m supposed to use work front to do? There is a piece that needs to be in that PowerPoint deck, that video, that documentation, whatever you’re doing. Also. Training example is an assignment. I’m going to have you go and do a thing and you’re going to learn how to use system. Fill in the blank work front while you do this assignment. The other thing are individuals. Don’t forget about those people. They exist. Y’all are those people. I am those people. Nicole and Carrie are those people. You’ve worked in a job. You’re sitting in your cubicle. And there’s somebody that comes into the office. Right. And says, hey, I’m new here. I don’t know how to do a thing. All of the people that do the side by sides and say, well, let me show you what I do. I don’t know if it’s right. Those are training assets and they are important. And we’re going to talk about those a part of this whole capital T training. OK. Three parts. So as I said, it’s in three sessions. Number one, turning blueprints into repeatable enablement engines. Yes, we are going to do that. I want to spend some time. We’ve talked about it in like several sessions. Right. Like blueprints, blueprints. But we’ve never really gone through them. And I want to do that today. I’m going to take the exam, like the time to really look at them and talk about how we would use them. Then we’re going to build that governance piece. And when I say governance, I’m talking about training projects. Right. So like, how are we going to do this in a repeatable, scalable fashion? And then the last piece is self-service. So there’s three pieces. I’m going to show a slide. Then we’re going to go into an instance. So the first slide is designed to scale. So that means I need you to look at blueprints. Here’s why. There’s a lot of good stuff in these blue, these training blueprints. And there’s more than just the brand new one. The work front training for new users. There’s actually seen on screen. There’s the new employee onboarding. There’s the work front or the new high readiness. And there’s the communications and launch template. There’s good stuff in all of these. So I’m about to share them. But what I want to say on this slide is we’re we’re going to take them. We’re going to look at them. You’re going to see some customization. Converting them to project templates. And then then we can move to that next step. But just it’s you’re not going to download it. And I think that’s the challenge. We’re like, OK, I’ve installed this blueprint and I have this one project template. What am I supposed to do with it? That’s not the finish. That’s the start. So we’re going to move forward with that. So stop sharing that. And then we’re going to kind of move this way and we’re going to hope. Look at that. Don’t you just love when you set things up and they actually appear on your screen the right way? I sure do. All right. So how did I get to blueprints? Super fast. Here’s my menu. I am on admin console. So my menu menu is on the left side.

And I’ve got blueprints for here. OK, I have this filtered.

I’m going to move this up so you guys can see it. Hopefully you can see it. Project template. So these are all the different project templates. So, yes, there’s marketing ones, et cetera, et cetera, et cetera. But as I scroll down, I’m going to see new employee onboarding plan. Wait, inherited instance FYI, if you have not gotten that, you need to get that one. New hire readiness.

And then. Scroll, scroll, scroll, scroll, scroll, there’s the comms and launch. And then there’s the training for new users. So add them up. I have them installed. I put 2026 on all of them so that you can see I have them installed as templates and they’re all right here. So I want to go through them briefly. I’m not going to go line by line, but I want you to be aware of what’s here. Because trying to start with a like a project template for you training your new employees coming into the company or training new users that are coming into Workfront, it’s going to be different for every organization.

I’m going to repeat this at the end, but I’m going to say it now. If you want to make Workfront an enterprise tool. The easiest way for that end is using it as a training support from an HR standpoint, from a new hire onboarding. That is the easiest way. And I’m going to say another thing that it breaks my heart and it breaks my brain when I hear companies do not track their training, even just their Workfront training and Workfront. There’s a big company, huge. I will not say the name of that company, but I will say that they track all their training and spreadsheets. Their Workfront training is in spreadsheets. And I just I cried a little inside when I heard that because.

The easiest way to get in all these departments and to get them used to Workfront is to say, OK, you’re a new employee. Create your email signature, get your health benefits, watch a training video like here are all the things. It’s a short project. There’s some good stuff in here. There’s as a former trainer, there’s stuff, more stuff that I’d want to put in there. But it’s a great place to start and it gives you ideas. Right.

So if you want to just like have everyone be aware of Workfront as a platform, as a solution, as a system, this is an easy way to do that. So here’s that new onboard, new employee onboarding plan. Like, again, just like this is just have onboarding conversations with your manager. The biggest pushback I would get on some of this stuff in our in our events are like, well, we have a system, we have a learning management system or we have this or that. Yeah, that’s great. But it’s not necessarily tracking where like where’s the break room, where where’s your training, like finally get your, you know, orient yourself to your office or to your team or whatever. Like these are sort of just step by step checklists that are really great. So putting that in a way and assigning that work is amazing. The new hire readiness also this is from an HR one. This is like I was one of those people. I went straight to HR with Workfront and I said, hey, is there a way that you guys want to manage your recruiting projects? Like your recruiting efforts, you’re getting new hires onboarded. Do you want to use Workfront to do that? And will you just have a project per person? And they’re like, this is amazing. Like, we absolutely want to do that. And this is a this is a blueprint. So, you know, I mean, I love that there’s like credit checks and background checks. It’s hilarious to me, but also that’s a thing. But yeah, so all of the things like, you know, making sure that IT has like that’s if you’re a big company like this person needs to be on the list for IT. They’re starting in two weeks, whatever, like all do they have all the systems they need. So I know that I’m you’re probably like, I can look at this myself, but I know you can. But I want to make sure that we talk about all these different ideas and tasks that you can track.

Using the blueprint, building out your own version. All right. So I’m going to move into the three. So this is for workers.

And this is the newest set of blueprints, right? This is the one that this like, you know, and I wasn’t I was joking. This was a great idea that Carrie had like, hey, we’ve got these blueprints. Like, how do we scale these? Like, they’re just three project templates. So what do I do with them? Well, let’s take a look at them. Go ahead. Cynthia, can we can you go back to your blueprint screen for a second? Pull in an audible just because you just mentioned it. The main like the whole list of blueprints, if you can. So not not so it runs aware these they’re dated and there’s a published date of when we date of when we publish blueprints. And let’s be honest, there’s some that are pretty old. They’re pretty they’ve been out there for a long time. This one. Go ahead and explore them. Yeah, go ahead and explore them. But like Cynthia just mentioned, we just released these training blueprints. What with it was 2025. The end of 2025. It was.

So just Yeah, there we go. So just go ahead and you know, just anything that’s fresh and new. We just want to make sure you know how to find it. So that’s it. I just also did use as I say, Do you just see the comment in the chat? And I think that that’s, that’s super important. You know, there’s a comment in the chat around like, you know, creating project templates for non work training. So like this example is how to get ready for work, how to make a latte, like oftentimes trying to find something that people almost resonate with just to get them in the system, understanding like where different feature functions are or where certain button clicks are like, that’s always important. It’s not equally as important than giving someone sort of work front homework, that it is to give them a like, I know, Cynthia, like we always talk about this, like when we plan our vacations, it’s like, let’s plan a vacation. And like, here’s my checklist, my to do list of like, all the things I have to pack, or here’s all the reservations I need to make and whether it’s dinner, camping, you know, activities. So like, there are ways to get people involved that maybe Yeah, in that fun aspect in the relatable aspect, that is not always just work related. Yep. And that’s where the fun comes in. Right? To me, that’s fun. And then there’s some ways to share that as well. I love that. This is so good.

I’m going to share the contributor and the project manager ones. But here’s the thing. So that’s three, right? So there’s contributor, worker, sorry, my team, this is there we go, worker and project manager. Does that mean that’s the only things that you would have? Nope. You can do group administration, you can do other system admins, you could do some version of something in the middle, like it doesn’t matter. Again, like, you know, like, you know, like, you know, like, you know, like, you know, like, you know, like, you know, like, you know, like, you know, like, you know, like, you know, like, you know, like, you know, like, you know, like, you know, like, you know, like, you know, like, you know, like, you know, like, you know, like, you know, like, you know, like, you know, like, you know, like, you know, like, like, we can change the name of the template, we can change anything we want to in the template. And we’re, I’m about to show you what I did. So I just want to show you what’s here. And look in these templates, like there’s there are URLs, right? There are there are, this is a video, this is documentation, go check it out. Like, do you have to use all this? No, but it is such a good place to start in terms of, I want to build out a training program, and I want to scale it and I it’s just me. Okay. Last one, I really want y’all to take a look at this communication and launch template. It’s it’s really good. I’m not going to go there’s a lot of tasks on here. But if you’re looking for like, hey, how do I actually talk about work front to other teams? How do I actually get this out? And again, here is training ideas. It is an older it is an older blueprint as So those are the ones that I’m going to recommend that if you’re trying to build something from scratch, don’t go and grab these. Take a look and then you can either build your own version of it or make some edits. So speaking of that, I’m going to do this and we’re going to really quickly go to structure to scale. Okay.

Try to get this here.

Okay.

When I talked about training is the big capital T training like.

In order to do this, and I think that Carrie, this is the feedback that you got like, okay, these are project templates, but where do we go from here? You’re going to need to build things out in a way that you can track it. So I’m going to sort of mess with your and I don’t want to call like your real work. That’s not what I mean. And I know you know, you guys know what I mean. But like there’s work effort and production effort and then there’s the training effort. And in terms of reporting, you are going to want to keep those separate. So before you go down this road of making all these customizations, I highly recommend you think of some things. I love a company. You all know I love a company, but I don’t use companies for users. I use companies to segment my reporting. So that’s just that’s a little bit of a clarification. Like it’s a really fine thing to do. Also, portfolios and programs like build those out. Even if you just have a couple of things and I’m going to show you what I built. Custom form fields just so that you can again build a little bit of that reporting. But also there’s like a cool couple of cool custom form fields that help your trainers. I’m going to make some notes. I’m going to put something like some dates in. I’m going to do some stuff.

The teams. This goes to what Catherine and Nicole were talking about, because I have an example of let’s make it fun. But also let’s have individuals and have this as a team effort to where I can have this kind of a fun, you know, you know, steps to make a latte project or hey, I’m going on vacation. Anybody want to give me ideas for Hawaii? Looking at somebody right now. And just like, hey, can we talk about this as a work front project? Because remember what I said earlier, an assignment is one of the most helpful training aids that you’re ever going to use. OK. And then this view reporting structure, you can inline edit because that was the other complaint. Right. Is like, how do I build this out quickly? But also I need to change names. I need to do all these things really, really fast so that I can like create a hundred projects really quickly. Rename them, assign them and get them out. And so that to me is the scale piece. So if you do this without structure, it’s doable, but it’s going to get super messy.

And honestly, like then then who knows what the message that you’re going to be sending and you don’t want to do that. So, again, stop sharing that. And with any luck, there it is. Look at that. OK, so let’s start with I’ve built a portfolio, old school training and development is what I called it, T&D. All right. Everyone can have opinions on my naming conventions. I have opinions. I don’t know that I love them, but I went this way. But in my mind, my trainer brain says I have a library of examples I can use for programs. I have actual assigned projects I can use and I want to keep those separate. I can put them all in one report. I can totally do that because they’re all in one portfolio. They’re all in one company. But I absolutely can separate them because they’re in separate programs. So did that proud of myself. They all have descriptions. Look at me. That is something I always forget to do. So these are all of these different libraries. And I just want to talk about the different options here. There’s way more than that. Those are the cross-functional options I talked about. New employee onboarding, soft skill initiatives. OK, so projects, individual onboarding. That’s new hire onboarding. Individual like work front assigned releases and updates. OK, so these I’m just going to click into work front assigned. OK, so we have three here. We have Princess Donuts. We have Carl’s and we have Mongos. And so these are directly from the blueprints. I did not change any of this. Like what’s in here now. But what we can do as we go along. Can I make changes to Princess Donuts if I’m just getting started? Absolutely. Do all these tasks make sense? Can I take feedback from Princess Donut? I absolutely can. Can I create milestones? Absolutely. Let’s take a look at the view. You’re going to want to create a specific project view for your users so that they can. Here’s the description. Here’s the URL. Here’s the thing. And then, you know, I created a little custom form field where they could do some notes. Right. So like being able to do this and assign out and notice I didn’t put assignments on here. I did not put assignments on here at all because I want them to do it. I want them to figure out how to do assignments. I want them to figure out how to update a task. I want them to do all of these separate things. OK, so I got all of these projects. Right. I’ve got all these different projects in here. If I go back to my portfolio. I think they’re in a good place. I’m going to go to my library of new user to work front options. And I have I have a few options. I have an old one from twenty twenty five. It’s basic training exercise. I’ve showed this to you all before. I can open this one for you. It’s got very, very specific. It is one project. So this is definitely a way you could go. And it’s got all the different all the different ones. So you’ve got sysadmin, planner, worker, requester. Right. This is the old school way. Right. May not be using that one. Now I have all of these here. And if I want, I’m going to create a bunch of different projects once they’re in a place that you want them to be in a place that you like them. And this is without fusion. I can just copy it. And I could carry.

I can copy the project. Now. I can hear it. I can hear you saying it. Oh, Cynthia, that sounds super manual. It is. That was super fast, though. I feel like that lasted two seconds, maybe three seconds. If you have fusion. Oh, my gosh. You can do this totally super fast with fusion like adding a user. That’s the trigger. And then it’s taking this project template and creating that project is putting in this like absolutely can do that.

And then, you know, just because I’m still doing things manually, I’m going to put Carrie in. You’re not in my instance. Oh, my gosh. Carrie. Ridiculous. Well, now Nicole has to do your stuff. Sorry, Nicole.

No, there’s just one thing I think that that’s important to call out is that like when you talk about it being a manual process and yes, it took four seconds, six seconds, whatever it is, like think about it from a and from a destination standpoint, like is it is the one hour worth of creating 40 new onboarding projects going to be worth the effort for training and onboarding your users and taking that time versus saying like this is a super manual process. I don’t think it’s worth my time. And then now you’re having to go through maybe some adoption challenges moving forward. So it definitely yeah, it seems daunting and it definitely is not a quick and easy process, especially if you have dozens, hundreds of users, whatever that might be. But I will encourage you. Yeah. Short term pain, long term shock, short term pain, long term gate.

And I think that that is just something to think about as you’re going through these training and onboarding projects in your organization.

I love that. That’s exactly what I was getting at. Yeah. Yeah. I don’t think we need I mean, the folks joining this call are all the best of the best as we know. That’s why they’re here. But I mean, I think it’s just about thinking about how they’re planning their weeks. Right. And having that time carved out. Is that one hour every Tuesday for anyone new who joined the company, you know, and somehow having it break down into bite sized pieces or, you know, coordinating with HR as they’re bringing on new users. So, yeah, it’s it’s worth the effort. And I did it. I just want to throw that out there again. Like, I absolutely sat once a week, created the projects and assign them.

And then we go back through and get the feedback and say, this task doesn’t really. And again, like going back to my sort of approach, which again, I’m not saying it’s a great approach, but that the trainer and me, like, here’s my library of options because I want I want copies. I want the original one. And I’m not talking about from a template standpoint, I’m talking about like from a project standpoint, like I want a we started with this one, we made these changes. Now we turn it into a template and we, you know, or we updated our template. So I did exactly what Carrie and Nicole were talking about. I was sit and I would play some music and I would just go create, create, create, create, create. And a lot of times I would just use a number. And then when I go to the actual folder of, you know, training projects, individual work front assigned, I’d have all these different projects that would say 123456 or whatever. Right. And I would just have my list of names and inline edit because who doesn’t love to inline edit things I do. I love inline editing. And then again, just changing out the owner. So I’ve got Princess Donut, Carl, Mongo, and they are Like, they’re there. They’ve got their projects and they can do their assignments and there’s a feedback loop. And that’s the individual assigned right. So from a scaled perspective, like, you know, And I get that Tammy, I totally get that I, you know, I want to copy whole programs. I totally I get it. But I also as a control freak kind of love that I have to do some like, oh, I know it’s like I know it’s exactly the way I want it to be. So just sitting and think about like even if you spend 20 minutes, how many projects could you create once it’s exactly the way you think it should be. And you’re just and again, you see that I’m not creating it from a template like Cynthia, that’s not that’s not the way to do it. I’m like, Yep, it’s fine. I start with a template. I create that first project with that template. And then I’m like, I have everything exactly the way I want it. And I copy, copy, copy, copy, copy, copy, because it is faster than starting with a template. That’s just the way I do it. There’s nothing wrong with it. Totally do the other way and do the template. But yeah, I could I think I could probably create several hundred projects within 20 minutes if I needed to. And then just go, you know, grabbing names in line edit, paste, paste, paste, paste, change the owners, and you’re good to go. So I think that Fusion is great. But I also think that sometimes if you don’t have all the bells and whistles, it can make you more creative and make you problem solve a little bit more with what you got.

Okay. Step three, step three. This is important. So we put it in presentation mode and then I’m going to show you what I created.

So. When you’re enabling for scale, we talked about the communication, but there’s a bunch of other things I want you to think about in terms of training, obviously, the communication plans, because what did we talk about from the very beginning? Like training is just communicating regularly over and over and over again and having a communication plan of like, hey, I’m going to check in on my my trainees or somebody is going to check on my trainees weekly. And I’m just going to have a, you know, week one, week two, week three, however you want to do that built into your enablement structure. Also, and I’ve got some examples, you need some sort of resource hub space projects as libraries. It doesn’t have to be in Workfront. However, I would argue like a lot of the questions are going to be coming through Workfront, whether it be through your request queue, whether through updates that you’re being tagged in. If you’re answering them, why not put it as a task and say, call it FAQ, you know, how do I how do I change the order? How do I add a task? Whatever you answer the question, don’t let that effort be wasted. Put it somewhere. Put it in a project and then that project could be your FAQ project and that FAQ project can be pinned to everybody’s, top of everybody’s nav bar.

Training pass by role. You can see that we have, you know, contributor, worker, project manager. What about group admin? I put that on there, group admin enablement. Like, you know, if you build it, they will come. Like, think about like, hey, I would really like to have at least one group admin or somebody to help me. How do I do that? The templates for expansions to new teams. I have that in this portfolio I’m going to show you. And then just again, documentation and embedded in your workflow. Like, if there’s a specific document that you have like, oh my gosh, I mean, I got some tech writers on here. I know I do. And they’re like, this is the best PowerPoint that anyone’s ever created in their life. Or this came up last week or the week before, because a lot of us had to go from Wordfront one to Experiancy. And like, hey, my links are broken. I’ve had to go out and find it. Well, a couple of people say they just take that content and they convert it to a PDF.

Brilliant, right? But where’s it going to go? You could add those documents to your project template, right? You can add those documents, especially like to your projects, things like that, or team projects. So hey, everything’s here. FAQ project, wherever you want to put it. Like, if you’re making that effort, that’s all I’m saying. I know that you’re making that effort. I know that you’re answering questions all day, every day. I know that you’re researching things. All I’m saying is, don’t let it be wasted. Put it somewhere so that you like, hey, people can go self serve. Right. Okay, so I’m gonna stop sharing. I’m gonna show you some stuff too. Okay, so here, gotta go back. Sorry, Carrie, we’re gonna we’re gonna move your project away. Okay, so I have all these different like administrative options. These are the projects I was talking about, like expansion and configuration build steps. So every time you’ve gone out to another department, and they’re like, we want to use Workfront, and whether it sticks or doesn’t stick, you’ve had to go through all of the steps, right? Don’t waste that work. Put it in a project, put it in your training so that when next time you have that meeting, you’re like, Oh, yeah, I have a project, I can assign it. Here’s what we need to do. Don’t let the work get wasted. Cross functional options. This is the team one. Like, I can’t stress this enough. Like the Royal Court of Princess Stona. So no dumb questions is the name of this project. And so you could be like, hey, we’re going to talk about this week, we’re going to talk about vacations. Next week, we’re going to talk about our dogs, please put pictures and rot your dog for proof approval, we will decide if you have a beautiful dog or not.

So if you have a beautiful dog, you know, they’re going to help you, you know they exist. They’re in the in your organization, you have an opportunity to give them team lead status. Is that an official name? No. But are they the team lead of this project? Yes, they are. And they’re going to drive it. So use the platform to not only give recognition to the work that you do, as trying to do all this training, but also to the people that are helping.

Okay.

And if you do all this, you can do some fancy reports. I just thought this is this took me two seconds. I just grabbed all of the projects from that program. And I did a milestone. And then you can just be like, hey, is anyone doing the thing? Where are they doing the things? That’s just a milestone one. Could we could you do a task report? Sure. Could you do? There’s so much more fancier ways to go about this. But if you do not have your training and work front, then you can’t build the reporting. And that’s what makes me so sad. Makes me sad in my heart.

Okay, so I brought back something that hopefully will warm Miss Nicole’s heart. I was thinking about it last night. And I said, you know what we need? Some key takeaways. Does everyone remember Nicole’s key takeaway slides? They were the best.

So I’m right.

Please track them and work front, please, please, please. If you do nothing else and work front, but you’re like, hey, I got all my users in and they’re in training. Can you imagine the reporting from an executive standpoint that you can build? We have 500 users in this is where they’re at in the like the training process. This is how much activity here the team. The team ones like doing all of that stuff like just the reporting of that alone is going to be mind blowing. Use your power and platform.

benefit you show the work that you do, but also you get an opportunity to say, hey, like, guys name was Brady at my last company. He was amazing. Brady needed all of the recognition because he was the one was like, hey, work fronts. Pretty cool. Let me show you how to use it to his co workers. Right. So find your Brady.

Give them some love. Use training to build your work front network in the organization. HR right. Hey, what do you guys want to use work front to track your recruiting efforts. Do you want to use work front to like handle the onboarding or If you have new hires already started. Do you want to use work front to track all of the tasks that they need to do on their first week or their second week. Okay. Make it a team sport. Please engage others. I’m going to blow your mind with this one. Does your company have a training department. Are they in work front. Could you make the training department group admins and let them start building their, their training projects and let them build out the PowerPoints do the videos track all that work.

Again, as a former trainer training touches every part of an org, not just whatever or part of the org is using work front. So if you’re trying to make it enterprise.

Find those folks and again start small like the FAQ stuff like I don’t know how many customers like only have a couple of things. First of all, a couple of things are way easier to navigate. So good for you just created. My PowerPoint. Here’s my documentation, easy to find because it is going to get bigger. But start small like you know you answer questions every day. Just put it in there. Create the project today call it FAQ so that tomorrow when somebody asks you a question about something you’d be like copy paste. Here’s the task copy paste. Here’s the task. It’s going to it’ll it will grow so fast. Learning is not automatic it’s architected. I like that it’s structured.

Okay.

The end. Can you just before you stop sharing. Can you go back to the milestone view that you share. I think it. I think people really I’m sure it was the colors. I feel like people were, you know, when you see reports where they’re always lists and but this is your, your milestone view.

Nothing stop people who are asked, I just did it. That’s okay. Yeah. Yeah. And I all I did was looking at it. I mean, this is I just took and for the record I put my custom form fields. So, and they, I only have three things on the custom form. It’s like, what’s your project role like training project role and then like there’s, you know, whatever. And then the year initiated. You’ll know, listen, I know that we can build reporting with date structures or whatever, but I also control freak want to be able to say, I know this started in 2025 but this is really 2026. So like that’s why I have that. And then you just go to report settings and you go clickety click show the milestone view. Now you do have to hopefully all know how to do this was I had to build the milestone view.

I only have 20,000 work front tabs up. So we just need a couple more. TD and milestones. Okay, so this is it.

And I based it off of the blueprint. I’m like, you know what, what’s, what’s on on there. Yeah. And then I just added it to the to the templates.

So yeah, that’s fun. That’s a fun report. They cancel it so you guys can see You got a lot of like, wow. When you showed that one. So thank you for going back. That’s awesome. It’s, it’s funny because like people have such strong opinions about the muscle. I also like they there are limitations, but just because something has limitations. Listen, I am my personalities like sandpaper. You all know that. However, I have other value ads, just like this report.

Monique. Hey, girl.

Oh, everybody. I got it. Yeah, I just kind of snuck in on this last thing. And I was like, perfect timing. But I must say that I haven’t done a milestone report in years, and we had a new opportunity to do one and my senior director was like, wow, I’ve never seen this before. And she’s super excited. Because it also looks the most like a gnarly Excel tracker that they were using. So if you have anyone that has like, and you’ve all seen them with like a bunch of dates and columns and colors everywhere. And it’s like stacked up like milestone reports and also matrix reports might be able to get you closer replica closer replication to some of the things they do in Excel.

It’s, it’s wild. And I know you know this. We talked about this literally like what eight years ago. I’m like, this is such an easy report to build and executives are like, Oh my God. So don’t First of all, do not tell them how long it took you to make that report. It took you all day.

Well, it will take all day if you don’t have milestones on your template and you have to go back and add them to every individual project because there you go. Which is super fun. Yeah.

Do yesterday as I was adding milestones to the, you know, five templates. I was like, Oh, yeah, I remember this.

So worth it. And yes, matrix report trading.

I’m gonna just tag Monique on that one.

Nicole I talk about this a lot. And then we just go, maybe we’ll do this next year matrix reports.

Sounds like a I’ll put on the backlog and I’ll think about it. I’ll do some testing. I’ll reach out to some internal counterparts and see what we can come up with. You know, maybe some of our like super amazingly nerdy support friends. I mean, that feels like a Nathan Johnson style. He would like love to do a matrix report of that. Maybe we just need to ask him.

Yeah, I think that’s a really good question. I mean, I think you just have to hold your mouth right. But yes, I listen all all of the things I hope the whole the thing that I wanted to communicate today was take those blueprints customize them. Just create one. Even if it’s not like role specific, just create one.

And then just listen to some music for 20 minutes and then create, create, create, create, create, create, create, create.

Yeah, I’m telling you, it’s going to be brilliant. It’s going to be like this report. No one has done anything at all. It’s all on time, by the way.

Congrats to me. Yeah. Yeah. I’ll add Carrie’s slash Nicole’s. See if that changes anything. But yeah, like this is anyone. Is there anyone out there who would want to come off mute and share a little bit about how they have created trading programs using Wordfront? I mean, we obviously this is an approach and we were very passionate, excited when these blueprints were published.

But we also like the whole kind of point of this session is we wanted to show how to apply it and how to use it. But we certainly know that this is not the first approach or the first way of doing it.

So if anyone wants to come on off and share how you’ve been doing it, we want to hear.

Yeah, I can start. I will put you on the spot. Oh, I was gonna say I won’t put you on the spot, Alison. Someone named Alison in the chat. That’s all I can see. Talked about her SharePoint page. Yeah. But maybe you can go first and maybe get some inspiration out there for folks. Yeah, I’ll let Alison kind of think of some words to say. But yeah, I was just going to add that the what is it? The people manager blueprint that I’m sure you showed it. If not, it’s great. I actually reuse that because I had a couple of new leaders. Like we basically did like a new implementation for a group that was in SharePoint and JIRA and whatnot, finally starting to use Wordfront. And, you know, there’s some things that are out there, but they’re also like a very special snowflake and you want to give them the TLC. So I use the blueprint as like inspiration for myself because it’s been so long since I’ve made some of these like very like just easy things like where do I see my stuff? So I was like, wait, I can just completely copy this blueprint and just add a filter for their group. And it’s like, here you go. And it was very much a good starting point because, of course, now they can see their data in a way and now they’re using that to kind of have those conversations of like, oh, but I wish this column was there or I wish we had that. And that’s like a good stepping point. But go ahead, Alison.

And I did not include the people manager, but yeah, go ahead. I will add it.

Yeah. So for the onboarding templates, we learned a lot today. We did this the very hard way. So kudos to know that better is out there and we can refine and make it more robust from here. But speaking to SharePoint, so a big thing my team has taken on this year is getting out of reference docs. And once you send that PDF, like it’s already outdated for everything in life anymore. So really utilizing our SharePoint system as each page is its own almost document that you can link to. You can edit it in real time. Just a huge unlock for us as an organization overall with training and resources. But specifically, we have just entered the world of Workfront and being able to say, check out the page to determine what license you need. Just having it all there and collecting those common questions. We get to that and be like, we need to make a page about this. Nip it away. I love it. I will. I don’t know if I’m allowed to share this, but I’m going to share one of the teams pages Adobe ones.

Because like that’s like you. I know Lindsay does that. And there’s the communications cookbook that talks about. So if you haven’t done teams.

Thank you, Allison for doing like saying that because like it doesn’t all have to be a Workfront It needs to direct back to Workfront. That’s going to be my rule. But here I’ll share my screen really fast again and just show again. Not sure, but it’ll be fast. It’ll be super fast. So like, for example, I’m going to use the group admin channel.

So I don’t know if y’all can see like there’s like all the posts shared all the documents are here. And then like from a general standpoint, there’s all these like there’s a there’s a bunch of channels. So there’s general resourcing. So this is for the Adobe group admin channel and I have others. Feels like I shouldn’t share those because those are like proprietary but from a group admin standpoint, like we are all like doing that same like Okay, just like Allison said like, hey, something just changed. Here’s what we’re doing here is where the document is and everyone can ask questions. Like here, you know, on the general or on, you know, announcements like this is great. Like we had there’s a known issue on Monday. Not sure if y’all knew that. Not sure if I should even show this. So let’s go back to general. But my point is, this is really great. Like, please, if you’re using Teams, like absolutely.

You know, create that team page like Nicole and Leslie and I have talked about doing that internally of like You know, when we want to talk about scale events and scale content like maybe we do need a team’s page to do that. So thank you so much for that. This is great. Yeah, that connection. Yeah, the connection between SharePoint and Teams, like it just thinks brilliant that you take them right into work front from there. And it’s something they’re already used to. Right. And that’s what we were just talking about. Like just sort of like giving them something that they already are familiar with. Plus the new stuff.

Monique, thank you so much for mentioning the people manager one because I didn’t include I’d actually included Four or five, but I didn’t include that one. So I will make sure that that’s in there. Also, Monique said something about views. Like, I know I talked about it. I know I showed it again cannot stress enough.

The views can be the make or break from your training and adoption. If there’s anything Monique else that you wanted to say about that.

Two things. One, just clearing out the ones that you never want people to use and a fun thing I’m doing right now is kind of just opening each of them and just be like, what does this look like? And like, oh, that’s a stupid name and I’m renaming them. I should probably like also update documentation and all that jazz. But right now I’m just like, this means nothing. Let me fix it. Another thing is numbering down. I know we talked about this on like other scale sessions, but I love like there’s six views that I always go to and I recommend, especially when looking at a project and they’re literally numbered one dash with the name to dash whatever.

And so it’s helpful because it’s also in order of like how you create your project. So the first one is like more of totally name description and next one is more for scheduling. The third one, I think, is for assignments. Fourth one, my favorite is like all the dates. And then the sixth one, which I forgot existed until I was looking for it. It has like in detail explanation of how the task predecessor successor relationship works, because that’s something I’m trying to teach people about right now. Because they’re like, well, there’s no predecessors on here. What do you mean the date is driven by task 42? And I’m like, because 42 points that out when it’s a whole thing. So once I found that view, they were like, oh, I get it. Because now they can look and see like just because there’s nothing in that. It’s a visual. Doesn’t mean that it doesn’t point elsewhere. So yeah, views are powerful.

Love that.

Thank you for putting the survey in Nicole. I appreciate that we’re gonna Just for the last couple minutes in the deck. Here’s the what’s new. These are the most recent ones. The team’s always looking for new ones to push. But these are the most recent that were Submitted last year. I don’t think we’ve done any this year yet. And then I did put the fusion resources from Nicole’s event in here. Just because we did talk about like if you have fusions, then you might be able to use fusion in order to spin up like make this a little bit of a lighter lift, but just putting them in there. And then again, work for user groups came up in the chat like cannot stress enough. This is going to these are your family. This is your tribe. This is your friends. Make sure you sign up because you can just continue these conversations can also come to our events. We have nine in March every month. Nicole, we go, we’re not going to do so many nine You guys are incredible. And then summit. So summits coming.

So please let us know if you’re going to go to summit and we’ll get you on the list to be in the group me session. So that’s it.

Awesome. Thank you, Cynthia. This is incredible. I know when you asked for the session. If you haven’t heard if and if that wasn’t heard at the beginning, but Yeah, we launched things and then sometimes we need to talk more about how to use them and what the best way is to use them. So thank you.

Thank you for mentioning it. And also, hopefully, we met everybody’s expectations. We will get the recording. I just have to wait for the recording. The recording really takes like 30 minutes. So, and we have an all hands meeting because that is the life that we all lead. So you will get this this afternoon already have it all spun up. So just need the recordings and the links and we’ll get you everything out this afternoon. And then you for your time. Yeah, community posts going because that’ll be linked to a post and conversations can just blossom from there. So really appreciate it. Yeah. Thanks, everybody. And we hope you have a great weekend. Maybe you’re off tomorrow. I hope for everyone that you are Friday, Jr.

Hi, guys.