Let’s create something incredible.
From curriculum planning to course implementation, 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 skills, deep subject competency, and the application of adult learning approaches.
Instructional Design
I systematically design and deliver learning content – digital and physical – for others to acquire knowledge. 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 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 identified metrics and gather data, data, data. Iterate and improve, then repeat.
Coaching and Mentoring
Upskill training staff through purposeful and powerful conversations and collaborative performance mapping.
What motivates me as a person drives me as a leader.
We grow through change. It’s true; change can be uncomfortable. But it’s our only path forward. I motivate my team through goal setting and performance development, and I bring empowerment and charisma as both a coach and 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 combine systems-thinking and human-centered approaches to bridge empathy and organization to move groups forward.
We’ve got to know where we’re going. 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.
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.
As Learning and Development creators, we can often get caught up in industry bells and whistles – new apps, new software, new equipment. 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. How do we know what we’ve set out to do? Assessment, evaluation, and improvement are critical for instructional design and facilitation.
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. I believe any content can be engaging. That’s right, ANY content. Why? Content and engagement are not mutually dependent. We can purposefully and thoughtfully build engagement into every training.
Learner activities, facilitated discussion, gamification, open-ended questions, application-based exploration are all ways to level up what we facilitate. How we train is often as, if not more, important than what we train.
Adult learners come pre-loaded.
I’ve coached many trainers who feel pressure to know ALL. THE. THINGS. These facilitators often info-dump details, white-knuckling their way to be the most intelligent person in the room. Yes, knowledge is power, but it’s only powerful when facilitated well.
When we apply adult learning concepts, we change the game. Let’s imagine that our participants come to our training with a whole range of valuable life experiences (hint: they do!). Drawing on our learners’ past experiences also helps establish relevancy and answers their age-old question: Why should I even care? A supportive climate for participants of all backgrounds moves the needle. No white knuckling is 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.
