Learning and Development

Learning Design & Strategy

I design learning interventions that support business goals, culture, and performance. I use ADDIE for larger, structured programs and Rapid Prototyping when speed matters. After launch, I put processes in place to keep content useful, engaging, compliant, and up to date.

Performance Consulting Framework

Not every performance problem needs training.

I start with the business need, not the request for a course. I identify needs, whether they surface reactively or proactively, across four levels: business, performance, organizational capability, and individual capability. I then determine whether the need is tactical or strategic. Tactical needs, where the request is narrow and the solution is already defined, move quickly into solution design, while strategic needs require deeper analysis to understand the root cause and recommend next steps. From there, I design and implement the right solution, measure the results, report what worked, and create a plan to sustain the impact.

Needs Assessment Framework

For strategic needs, this is how I determine whether training will actually solve the problem.

I compare expected and actual performance to identify the gap, then determine what’s causing it, from expectations, feedback, tools, and incentives to knowledge, skills, capacity, and motivation. If training is the right solution, I weigh the expected benefits against the cost and build the business case. If it isn’t, I work with the right teams to address the root cause instead of building a course that won’t solve the problem.

Instructional Design Frameworks

I use five instructional design frameworks to create practical learning experiences that improve performance. ADDIE and Rapid Prototyping guide most of my work, depending on the project’s size, complexity, and timeline. I use the other three for more specific needs.

Click each framework below to see when and how I use it.

AI-Enabled Learning Processes

AI doesn’t replace good instructional design. It makes it faster and more responsive.

I use AI across the learning process to speed up development, personalize learning, and connect programs more closely to business needs. Here are some examples:

• Personalized Learning: Tailor learning to an employee’s role, skill level, performance, and career goals.

• Skills Intelligence: Use data to identify skill gaps, emerging needs, and learning priorities.  

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

• Practice-Based Learning: Create realistic scenarios where employees can practice skills before using them on the job.

• Performance Coaching: Build AI agents that provide guidance, practice, and feedback while employees work.

Learning Methodologies

Better learning comes from using the right mix of methods, not creating more content.

Organizations using fewer than four learning methods see about a 50% success rate, while those using eight or more can exceed 70%. I build learning experiences using four types of methods:

• Digital & On-Demand: Self-paced eLearning, mobile learning, microlearning, and AI-powered adaptive learning.

• Facilitated & Structured: Instructor-led training and blended programs that combine self-paced and live learning.

• Experiential & Applied: Role-plays, simulations, stretch assignments, and learning through real work.

• Social & Collaborative: Peer learning, coaching, mentoring, and collaborative group learning.

Learning Technologies

I choose learning technology based on what the experience needs, across four areas: tools to create content, platforms to deliver learning, systems that support knowledge sharing and collaboration, and HR, talent, and AI tools that connect learning to the broader employee experience.

LMS Implementation

A learning platform is only as good as the rollout behind it. 

I led the full rollout of a global LMS, from identifying needs and building the project team to design, launch, and ongoing management, expanding access to learning worldwide.

Measuring Learning Impact

If I can’t measure it, I don’t claim it worked.

I use the Kirkpatrick Model (Levels 1–5) to measure learning, behavior change, performance improvement, business impact, and ROI, with clear metrics at each level to show what worked and the value it delivered.