top of page

Where Strategy Meets Execution

Real examples of leading, building, and delivering learning solutions that made a measurable difference.

Scaling Smarter with Blended Learning

Challenge

The team faced two key inefficiencies:

​

  • Low eLearning output due to repeated edits driven by minor content changes

  • Underutilization of trainer expertise, with live sessions spent covering foundational concepts instead of role-specific application

​

In addition, learner feedback revealed a consistent frustration: training often felt too generic and failed to reflect the unique demands of individual roles. These issues made it difficult to meet KPIs for development efficiency, trainer effectiveness, and learner engagement - ultimately limiting the teams reach and perceived value.

Solution

A modular blended learning model was developed in alignment with OKRs focused on scalability, customization, and trainer impact.

​

  • Low-volatility content was transitioned into SME-approved eLearning to reduce rework and ensure consistency

  • Instructor-led sessions were structured to be customizable, enabling real-time alignment with department-specific needs

  • The format allowed for both reusability and relevance, improving development timelines while addressing role-specific performance needs

 

This approach repositioned training as a flexible, high-value tool embedded in real job contexts.

​

Results

This new strategic approach to development and design delivered measurable improvements in efficiency, learner autonomy, and cross-departmental scalability.​

​

  • 50% reduction in development time, improving throughput and reducing strain on design resources

  • 3x increase in the frequency of blended learning occurrences across serviced departments (1 in 2024 - 3 by mid-2025)

  • 95% of learners reported they could apply what they learned without additional guidance - demonstrating strong alignment between content and job performance

  • One learner noted, "This should be taught in the initial training when you first get hired," reflecting the perceived value and immediate relevance of the program

 

Together, these outcomes transformed a one-off training into a repeatable, results-driven model with long-term strategic value.

​

Designing Systems for Clarity and Control

Challenge

The team faced three major inefficiencies that disrupted content development and limited scalability:

​

  • Lack of version control made it difficult to identify the most current files or understand what had changed

  • Limited visibility into existing assets meant valuable content was often recreated or overlooked

  • No standardized approval process, resulting in delayed signoffs and inconsistent documentation

​

Together, these issues created bottlenecks, undermined collaboration, and weakened the team's ability to manage content at scale.

Solution

A centralized content governance system was created to improve version tracking, reduce duplication, and streamline the approval process. 

​

  • Built a structured Excel-based inventory assigning unique identifiers code to each content item, linked to a program-level identifier code

  • Included metadata for last update date, owner, and save location

  • Created a SharePoint site to house the system and support team-wide knowledge access

  • Integrated a search function to locate materials by topic, training modality, or team

  • Implemented a real-time approval workflow using Microsoft Teams Approvals, enabling formal, trackable signoffs without added cost to the company

​

This system increased clarity, supported sustainability, and aligned seamlessly with existing tools and workflows.

​

Results

Since its implementation in early 2025, the system has produced measurable improvements in operational efficiency, content visibility, and approval responsiveness.

​

  • 25 programs and nearly 100 individual assets are now version-tracked and organized for easy retrieval

  • Approval response time dropped from multiple days to minutes by leveraging the free Approvals app integrated into Microsoft Teams

  • Team members can quickly locate existing content, reducing duplication and rework

  • The SharePoint hub improved access to organizational knowledge

​

This initiative laid the foundation for sustainable content - governance enabling smarter workflows, faster approvals, and scalable knowledge sharing across the team.

​

Elevating Trainers Via Strategic Coaching

Challenge

A shift in team structure created new responsibilities for trainers, including ownership of refresher program development. While the transition offered an opportunity for growth, it also introduced a few key challenges:​

​

  • Trainers were adjusting to content creation responsibilities without prior formal design training

  • Presentation quality varied due to inconsistent application of instructional principles and design standards

  • There was no established framework for gathering feedback or evaluating effectiveness of Refreshers

​

These changes highlighted the need for support systems that could empower trainers to create learner-centered, instructionally sound content.

​

Solution

To help trainers navigate their new content development responsibilities, a supportive quality check and coaching systems was introduced - designed to build confidence, reinforce instructional best practices, and ensure consistent program quality.

​

  • Established a structured quality check process that doubled as a learning opportunity:

    • Joined intake meetings to observe and clarify goals​

    • Debriefed with trainers to offer guidance and recommend structure

    • Facilitated one-on-one feedback sessions to walk through visual design, accessibility, and instructional flow

  • Delivered targeted professional development on:

    • Visual design principles for cleaner content that incorporated organizational branding standards​

    • Efficient use of Canva to reduce development time and leverage existing resources

    • Adult learning strategies, including engagement activities, knowledge checks, and reinforcing job relevance

  • Standardized refreshers to include:​

    • Clearly stated learning objectives at the beginning and end of programs​

    • At least one knowledge check per objective

    • A post-session learner survey to support reflection, data gathering, and trainer growth

​

This quality-first approach improved not only the materials - but the mindset, skillset, and confidence of the team.

​

Solution

The coaching and quality check system led to measurable improvements in trainer capability, program consistency, and learner outcomes:​

​

  • In Q3 2024, six unique trainers created and delivered a total of nine refresher programs - 1.5 programs per trainer.

  • In Q1 2025, after implementing the strategic feedback cycle, just two trainers created and delivered six programs (3.0 programs per trainer) - a 100% increase in per-trainer output, despite higher instructional standards and a leaner team

  • All 2025 refresher now include learning objectives, knowledge checks, and learner surveys - none of which were consistently present prior to the coaching process

  • Learner surveys from Q1 2025 showed over 90% of respondents could apply what they learned without additional guidance

​

This initiative enabled a successful transition to trainer-led design, strengthened instructional consistency, and helped embed a growth mindset committed to quality across the team.

​

Learning systems should be measurable, repeatable, and built to last. 

bottom of page