Learning and Development

Learning Design & Strategy

I design learning solutions that align with business strategy, culture, and performance priorities, using ADDIE for structured, large-scale initiatives and Rapid Prototyping when speed and iteration matter most. After launch, I establish governance to keep content relevant, engaging, compliant, and current, rather than allowing it to become a one-time deliverable.

Needs Assessment Framework

Before designing anything, I determine whether training is the right solution. I start with a simple gap analysis: expected performance minus actual performance equals the performance gap. If a gap exists, I identify what is driving it, including environmental factors such as expectations, feedback, tools, and incentives, and individual factors such as knowledge, skills, capacity, and motivation. When knowledge or skill gaps are a primary cause, I conduct a cost-benefit analysis and build the business case for training. When the issue extends beyond learning, I partner cross-functionally to address the root cause instead of building a course that will not solve the problem.

Performance Consulting Framework

Needs Assessment is where I first ask whether training is the right answer. Performance Consulting comes into play when the answer is unclear or the evidence points to a broader solution. Whether the need surfaces reactively or is identified proactively, I assess it across four levels: business needs, performance requirements, organizational capability, and individual capability. From there, I determine whether the response should be tactical or strategic. Straightforward tactical needs move into focused solution design and implementation, while strategic needs require deeper assessment, planning, and measurement. The process continues through solution development, implementation, evaluation, reporting, and a plan to sustain the results.

Instructional Design Frameworks

I draw on five instructional design frameworks to build learning experiences based on adult learning principles and aimed at practical, measurable performance improvement. ADDIE and Rapid Prototyping guide most of my work, with the approach selected based on the initiative’s scope, complexity, and timeline.  The other three come into play for more specific situations.

Click each one below to see how it supports effective, learner-centered design.

AI-Enabled Learning Processes

AI doesn't replace good instructional design, but it does accelerate it. 

I've used AI across the learning ecosystem to accelerate time to value, personalize development, and align learning more closely with business outcomes, shifting programs from static content to adaptive systems that respond to what the business needs. 

Below are examples of how I've applied AI across the learning lifecycle.

• Personalized Learning: Tailor learning by role, skill level, performance data, and career goals.

• Skills Intelligence: Identify capability gaps, emerging skill needs, and learning priorities through data.

• Accelerated Content Design: Turn SME knowledge into courses, job aids, simulations, and microlearning faster.

• Practice-Based Learning: Create scenarios and simulations to practice skills before applying them on the job.

• Performance Coaching: Build AI Agents that provide real-time guidance, feedback, and practice in the flow of work.

Learning Methodologies

More learning methods, not more content, drive better outcomes. Organizations using fewer than four learning methods see roughly a 50% success rate; those using eight or more can exceed 70%. I build personalized, interactive, and social learning ecosystems across four categories:

• Digital & On-Demand: self-paced eLearning, mobile and digital learning, microlearning (3 to 10 minute bursts), and AI-based adaptive learning.

• Facilitated & Structured: instructor-led training and blended learning that combines self-paced modules with live sessions.

• Experiential & Applied: hands-on experiential learning (role plays, simulations, stretch assignments) and on-the-job learning embedded in daily work.

• Social & Collaborative: peer-driven social learning, one-on-one coaching and mentoring, and collaborative group learning.

Learning Technologies

The right tool depends on the job, not the trend. I work across four categories: content creation and authoring tools to build the learning itself, learning management and delivery systems to get it in front of people, knowledge and collaboration platforms to reinforce it day to day, and HRIS, talent, and AI systems to connect learning to the broader employee experience, choosing the stack based on what the learning experience actually needs.

LMS Implementation

A learning platform is only as good as the rollout behind it. I led the full implementation of a global LMS, from team formation and needs assessment through design, launch, and governance, expanding access to learning across the globe. 

Measuring Learning Impact

If I can't measure it, I don't claim it worked. I use the Kirkpatrick Model (levels 1 through 5) to track behavior change, performance improvement, and business impact, with clear metrics at each level so the ROI conversation isn't a guess.