LEARNING & DEVELOPMENT
Knowledge is not the same as behavior change.
Your team sat through the training. Nothing changed. You need learning designed around how people actually learn.
Most corporate training does not work. People sit through a session, pass a quiz, and go back to doing exactly what they did before. That is because training is built backward, specifying content first and hoping it changes behavior. Real learning design works the other way: start with the behavior you actually need, then design the learning to get there. I am a Human-Centered Design practitioner with years of experience building training programs that change how people work, from onboarding and development programs built from the ground up to e-learning and assessment tools, and the unconscious-bias training I built into the LMS and rolled out firm-wide through train-the-trainer.
WHY MOST TRAINING FAILS
You are teaching content, not building skill.
Training often starts with what is easy to measure: attendance, quiz scores, satisfaction. None of that correlates with actual behavior change. Real learning design starts with observation and needs analysis: what are people actually doing wrong, what would success look like, what do they need to know and practice to get there. From there you design curriculum, select formats, build assessment, and create the reinforcement so people integrate the new skill. Most training skips the front end entirely.
HOW I DESIGN LEARNING
Grounded in needs, built for behavior change.
I start with a real needs analysis through surveys, interviews, and observation. That tells me what people actually need to learn and why. Then I work backward: what would a high performer do, and what knowledge, skill, and mindset does that require. Only then do I design the training, select the format (e-learning, classroom, blended), and build assessment and reinforcement. For larger programs I design train-the-trainer so your internal people keep the learning alive. The whole approach is grounded in instructional design and human-centered design, so knowledge actually becomes behavior.
REAL WORK
Onboarding programs, e-learning, and culture-changing curriculum.
I have built a teacher onboarding and development program from scratch, grounded in survey and interview needs analysis. I have designed interactive e-learning and assessment databases for hiring and performance. I created unconscious-bias training, integrated it into the LMS, and trained internal trainers to deliver it firm-wide. The common thread: every program started with a real problem, was built on actual needs analysis, and was designed to change behavior, not just transfer information.
HOW AI IS CHANGING L&D
AI makes learning personal, fast, and continuous.
For most of its history, learning and development meant one course built for everyone, delivered once, and forgotten by Monday. AI breaks that constraint. Content that took months to produce now takes days. Learning can adapt to each person's role, pace, and gaps instead of averaging everyone together. And support moves into the flow of work, an AI coach available the moment someone is stuck rather than a class they sat through last quarter. I help you put AI to work across the L&D function, faster content, personalized paths, and in-the-moment support, without losing the instructional rigor that makes training actually 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.