LEARNING & DEVELOPMENT
Learning designed for behavior change.
Your team can pass the quiz and still work the same way. Closing that gap is what this practice is for.
Too much corporate training fails quietly: people sit through a session, pass a quiz, and go back to doing what they did before. Usually the design is at fault. The program specified content first and hoped behavior would follow. I design in the other direction, starting from the behavior an organization needs and working back to the knowledge, practice, and reinforcement that produce it. I'm a Human-Centered Design practitioner with years of experience building training programs across onboarding, e-learning, assessment, and instructor-led delivery.
WHY MOST TRAINING FAILS
Most programs start from the wrong end.
Training often starts with what's easy to measure: attendance, quiz scores, satisfaction ratings. None of those correlate with how people work afterward. A sound program starts earlier, with observation and needs analysis: what people are doing today, what success would look like, and what they need to know and practice to get there. Curriculum, format, and assessment all follow from those answers. Skipping that front end is the most common failure I see.
HOW I DESIGN LEARNING
From needs analysis to reinforcement.
The analysis comes from surveys, interviews, and direct observation, and it tells me what people need to learn and why. The design question is concrete: what would a high performer do in this role, and what knowledge, skill, and mindset does that require. Only then do I build the training, select the format (e-learning, classroom, blended), and set up assessment and reinforcement. For larger programs I add train-the-trainer, so your internal people keep delivering long after the engagement ends.
REAL WORK
Onboarding, e-learning, and firm-wide culture training.
For a school, I built a teacher onboarding and development program from scratch, with the curriculum shaped by staff surveys and interviews. For corporate clients, I've designed interactive e-learning modules and the assessment content behind hiring and performance decisions. And I created an unconscious-bias program, built it into the company LMS, and prepared internal trainers to deliver it firm-wide. Every one of those programs started from a defined problem and evidence about what people needed, gathered before any content was written.
HOW AI IS CHANGING L&D
Training that adapts to the learner.
For most of its history, learning and development meant one course built for everyone, delivered once, on a schedule set by production time. AI loosens those constraints. Content that took months to produce now takes days. Learning can adjust to each person's role, pace, and gaps. Support can move into the flow of work: an AI coach available at the moment someone gets stuck. I help organizations apply all of this across the L&D function while keeping the instructional rigor that makes training change behavior.
LEARNING THAT WORKS
Ready to transform how your team learns?
If your organization is rolling out new tools, onboarding new hires, or trying to shift culture, and you want the learning to stick, let's build it the right way.