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Jennifer Franklin
Senior VP | GTM | Product | Employee Experience | Medallia | Angel Investor | Coach
Jennifer Franklin is a seasoned professional with over 20 years of work experience in sales, customer relationship management, and product development.
Currently serving as the VP Product, Employee Experience at Medallia, Jennifer leads a team dedicated to creating products that enhance employee engagement, performance, and well-being.
She brings expertise in new business development, direct sales, and financial acumen to identify market opportunities, define product strategy, and drive revenue growth.
Jennifer holds a Trained Co-Active Coach certification, fostering a collaborative and inclusive culture within her team and organization.
As a mentor at Women in Tech Sales, Jennifer is committed to supporting underrepresented groups in the tech industry, believing in the power of diversity, equity, and inclusion to fuel innovation and growth.
Jennifer's educational background includes studying Biology at Bishop's University, Computer Programming at the Information Technology Institute, and Human Resource Management at Saint Mary's University.
Her professional journey includes roles such as VP of Product, Employee Experience at Medallia, VP Sales at League Inc., and VP Sales at First Advantage, among others.
Jennifer has a rich history of mentoring and contributing to organizations like Black Professionals In Tech Network (BPTN) Inc and Women in Tech Sales (WITS) to empower individuals in the tech industry.
Highlights
I'm looking forward to joining an incredible line-up of speakers at tomorrow's Annual WNORTH Conference, one of Canada's largest gatherings for women in leadership. With the theme 'Lift As We Climb', Lori Casselman and I are pleased to be presenting a virtual session, at 2pm ET titled "Cognitive Load: The Silent Threat Impacting Women's Health & Professional Equality".
This is a topic I am personally and professionally invested in and I know we can do more to educate and activate people to address this important reality that so many face.
For women in leadership looking to be inspired and connect with like-minded leaders, register below for virtual access. Our congratulations to Heather Odendaal and the WNORTH Team for your leadership in convening a gathering with purpose. Link to register: https://lnkd.in/gCDmvmGW
#employeeexperience #cognitiveload #womenshealth #mentalload #healthequality #professionalequality
After I posted last week about the impact that cognitive load can have on organization’s employee experience, I received a lot of DM’s asking me to explain what the cognitive load is and why is it impacting women differently. I thought I’d elaborate more here.
Cognitive load refers to the mental effort required to process information and complete tasks. It encompasses both the amount of information a person needs to process and the complexity of that information. High cognitive load can overwhelm individuals, leading to decreased productivity and performance.
There are three types of cognitive load:
1. Intrinsic Load: This is the inherent complexity of the task itself. Tasks that are more complex or require deeper understanding naturally have a higher intrinsic load.
2. Extraneous Load: This refers to the unnecessary cognitive burden imposed by the way information is presented or tasks are structured. Poorly designed interfaces, unclear instructions, or irrelevant information can increase extraneous load.
3. Germane Load: This is the cognitive load related to learning and processing new information in order to understand and master a task. While intrinsic load is essential to the task, germane load focuses on the cognitive effort required for learning and skill acquisition.
High cognitive load can impact productivity in several ways:
1. Reduced Focus: When cognitive resources are overwhelmed, it becomes difficult to maintain focus on tasks, leading to frequent distractions and errors.
2. Slower Processing: Excessive cognitive load can slow down information processing speed, resulting in delays in task completion.
3. Increased Errors: Overloaded cognitive resources are more prone to making mistakes and errors in judgment, leading to decreased accuracy and quality of work.
4. Decreased Creativity: Cognitive overload hampers creative thinking as individuals struggle to generate innovative solutions when their mental resources are depleted.
5. Burnout and Fatigue: Sustained high cognitive load can lead to mental exhaustion and burnout, further decreasing productivity and overall well-being.
To mitigate the negative impact of cognitive load on productivity, it’s important to optimize task design, provide clear instructions, minimize distractions, and offer support for learning and skill development. Additionally, techniques such as time management, prioritization, and breaks can help manage cognitive load and improve overall productivity.
I’d love to hear your thoughts on what you are doing to help identify and address the impact of the cognitive load on your employees.
#employeeexperience #cognitiveload #mentalload #health #wellbeing #womenshealth
