Lets create something incredible.

Let’s combine systems-thinking and human-centered development to create effective, engaging learning.


Curriculum Development

Impactful learning stems from a well-designed curriculum. I structure cohesive and scaffolded experiences to critical metrics from program planning to course alignment.


Training Facilitation

How we deliver content is as valuable as the content itself. Exemplary facilitation involves strong communication, deep subject competency, and adult learning approaches.


Instructional Design

I design and deliver beautiful, top-notch learning content. Most often, using ADDIE, I define the need, then drive forward meaningful solutions.


Training Team Leadership

I identify and monitor organizational training needs, then design, plan and implement training programs aligned with corporate policy and goals.

What motivates me as a person drives me as a leader.

We’re better together.

The whole is greater than the sum of its parts – it’s no more accurate than on a team. I bridge empathy and organization to move groups forward.

We grow through change.

It’s true: change can be uncomfortable. But it’s our only path forward. I motivate my team through vision and development, empowering others as a coach and a leader.

We’re only as good as our plan.

As Henry Ford said, “Whether you think you can, or you think you can’t, you’re right.” I collaborate to co-create vision, then backward-map strategy. We build our future together.

What I Love Doing

Designing and Implementing

Design the map and medium for fulfilling established objectives, then drive to completion.

Evaluating and Improving

Align assessments with KPIs and gather data. Iterate and improve, then repeat.

Coaching and Mentoring

Upskill the team through purposeful conversations and performance mapping.

On Learning & Development

I took a windy road here. My path led me from geology classrooms to medical device manufacturing.  While the road has been twisty, here’s what I know to be true: my experiences shape how I create learning experiences and lead teams.

From books to trenches, I’ve learned approaches to training that make an impact. 

Great training has a bottom line.

In L&D, we often get caught up in industry bells and whistles: new apps, software, and tools. We pour our passion into creating world-class content, then stand back and watch the magic happen. …But does it?

Here’s the catch: impact has a bottom line, and our training is only as valuable as the metrics it meets. If learners don’t learn, the training doesn’t work. Period. So how do we know what we’ve set out to do? Assess, evaluate, and improve. Repeat.

There’s nothing worse than boring training.

Let’s admit it; we’ve all sat through a stagnant PowerPoint, a snoozy eLearning, or a far-too-long video. Lazy design leads to boring training. But any content can be engaging. Why? Content and engagement are not mutually dependent.

Learner activities, facilitated discussion, gamification, open-ended questions, application-based exploration are all ways to level up what we facilitate. How we train is as important as what we train.

Adult learners come pre-loaded.

I’ve coached many trainers who feel pressure to know ALL. THE. THINGS. They info-dump details, white-knuckling their way to be the smartest in the room. 

When we apply adult learning concepts, we change the game. We establish relevancy and answer the age-old question: Why should I even care?  Adult learning theory moves the needle. No white knuckling required. 

There are, admittedly, lots of instructional philosophies and approaches to training. I’ve had the privilege of deepening my understanding of learning and development through books and boots-on-the-ground.  

Over my career, I’ve found that when I honor my approaches to training, I see a sweet spot where well-designed training cultivates meaningful, impactful learning.

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