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Guiding Principles

This strategy is built upon three core principles that ensure learning is not only instructionally sound, but also scalable, measurable, and aligned with business needs.

Intentional Design Aligned to KPIs

Every component of a program should be intentionally mapped using backward design and tied to operational KPIs or team-level OKRs. Content exists to solve problems, close gaps, and influence behavior - not just inform.

Performance-Driven Enablement

Learning should be structured to impact the dimensions of performance - clarity, confidence, capability, and consistency. Programs should be aligned to workflows and business needs, with success indicators built in from the start.

Scalable Systems for Sustainable Impact

Solutions should be built for reuse, agility, and data visibility. Modular content, version-controlled repositories, and participative planning frameworks reduce redundancy, improve scalability, and increase team member adoption of new systems.

Designing Learning that Performs

A strategic approach to instructional design as a strategic discipline - rooted in learning science, aligned with business performance, and built for scale.

Strategic Process

Based on the ADDIE Framework, this strategic process is adapted to emphasize alignment with business goals, observable outcomes, and sustainable implementation. It blends instructional theory with operational insight, ensuring that every learning solution is built for measurable impact.

  • Effective learning starts with a clearly defined business problem. This phase includes:

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    • Stakeholder intake and participative planning to surface goals and constraints

    • Root cause analysis of performance gaps, training needs, and learner context

    • Identification of success metrics and workflow indicators

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    This step ensures that learning is targeted, measurable, and aligned to strategic priorities.

  • Learning outcomes are mapped to observable behaviors and aligned to both learner and business success criteria. This includes:

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    • Using backward design to structure the training solution from required outcomes first

    • Writing clear, observable learning objectives that support on-the-job application

    • Aligning objectives to performance goals, compliance requirements, or operational OKRs

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    This ensures every learning activity has purpose - and every outcome is measurable.

  • Content is designed with intentionality - every asset built to align with learning objectives, minimize rework, and support sustainable delivery.

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    • Instruction is mapped directly to observable learning objectives, ensuring clarity and alignment

    • Design choices account for content volatility, separating foundational knowledge (suitable for eLearning) from frequently updated material (delivered live or modularly)

    • Formats and structures are selected to mitigate future timeline delays - enabling faster updates, fewer approvals, and quicker versioning cycles

    • Adult learning theory, accessibility standards, and performance support tools, such as job aids or quick-reference materials, are integrated to support engagement and retention

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    This approach ensures the design is not only instructionally sound - but operationally resilient and ready to scale.

  • Delivery is structured to ensure accuracy, adoption, and operational alignment. This includes:

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    • Trainers are equipped with facilitation guides, support materials, and contextual prep to drive consistency and improve outcomes

    • Quality control systems, such as versioning, approvals, and content governance, are integrated to ensure alignment and reduce risk

    • When applicable, performance support tools (e.g. job aids, process maps, templates) are provided to support immediate, on-the-job application​

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    This phase ensures learning is not only delivered - but embedded into the workflow and reinforced at the point of need.

  • Training success is measured, monitored, and refined based on real-world performance and stakeholder input.

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    • Surveys and evaluations are aligned to Kirkpatrick Levels of Learning Evaluation, with an emphasis on application and usability

    • Stakeholder feedback is gathered through informal check-ins creating a loop between learning experience and business outcomes

    • Results are tracked using Excel-based reporting systems, surfacing insights tied to learner trends

    • Feedback is used to update content, refine delivery methods, and identify future capability-building opportunities

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    Learning becomes a continuous system, not a one-time event. This supports a growth mindset, accountability, and strategic value over time.

Explore selected work samples that reflect real-world impact.

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