Learning Design

Great learning interventions don't just happen, they are designed to be great!  I start at the top to identify business goals and follow through by developing actionable, relevant learning objectives for those doing the learning.  After that...

Safety and Induction Training

I could have made a movie that simply  told the trainees what personal protective equipment to wear,  but most people learn best by 'doing' and that's why I built it like this.

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Line Management Skills

This design placed newly appointed managers into several virtual scenarios, where they practiced making decisions involving conflicting priorities.

Better Job Performance

Delivering interventions that support job performance is something that's frequently either 'left off the menu' or simply expected to be done by the 'team' or dropped onto the intranet.  Maybe this contributes to why many businesses do an 'average' performance over time?

Operations Training

I like building operations training courses. They deliver a rapid boost to skills and performance when designed right, and especially when the trainee can go back to the workplace and practice what they've been learning.

Compliance Training

Many job roles have operating procedures to follow along with rules and standards to comply with. Digital learning can establish a shared and consistent base capability for trainees as they build their skills with further workplace learning, coaching and performance support.