Embedded Files
Select each course below to view the live module.
Once the learners and needs have been analyzed, a course has been designed, and eLearning has been deemed the most appropriate learning solution, truly engaging courses can be developed using various tools. During the development process, course prototypes undergo many review cycles until the training is ready to be implemented.
Tools: Articulate 360, Articulate Rise, Canva, PowerPoint
Project Details: The learning program featured interactive eLearning and blended components, including:
Scenarios that mirrored real leadership challenges
Click-to-reveal and flip-card knowledge reinforcement
Knowledge checks with immediate feedback
Matching, multiple choice, drag-and-drop activities
Tab interactions and a scenario-based graded quiz
Facilitated workshops for decision-making and inclusive communication practice
Job aids and coaching frameworks to support on-the-job application
Process: I applied a performance consulting approach:
Performance Gap Analysis: Identified gaps between current and desired leadership behaviors using survey data and stakeholder collaboration.
Learning Science Application: Designed solutions to reduce cognitive load through visual design, cognitive theory, and adult learning best practices.
Methodology: Utilized ADDIE, SAM, Knowles’ Adult Learning Theory, and Kirkpatrick’s Evaluation Model to guide design, development, and evaluation.
Evaluation Plan: Applied Kirkpatrick Level 2 (Learning) and Level 3 (Behavior) to measure knowledge transfer, behavior change, and on-the-job application.
Audience: All members of management including HR and leadership, that are involved with day-to-day operations and decision-making.
Diverse backgrounds, and ethnicity with prior knowledge of diversity equity, and inclusion framework.
Problem: Blue Sky Transportation was experiencing a sharp increase in employee turnover within a single year. An employee pulse survey revealed key pain points: lack of belonging, limited career growth opportunities, and insufficient training. These issues were driving disengagement and eroding trust in management and leadership. High turnover threatened not only team morale but also service consistency and operational efficiency.
Solution: As a performance consultant, I partnered with HR and leadership to design an Inclusive Leadership Training Program aligned with business goals and KPIs. The program aimed to:
Increase morale by 30% by equipping leaders to foster inclusion and belonging.
Reduce turnover by addressing employee concerns around recognition, growth, and support.
Strengthen leadership behaviors by training managers and HR in inclusive practices tied to company values.
Key design elements included:
Scenario-based modules that mirrored real leadership challenges.
Facilitated workshops to practice inclusive decision-making and communication.
Job aids and coaching frameworks to support on-the-job application.
Evaluation plan using Kirkpatrick’s Level 2 (Learning) and Level 3 (Behavior) to measure knowledge transfer and behavioral change.
Results
Improved employee morale scores, with early indicators of stronger engagement.
Reduction in turnover, contributing to workforce stability.
Leaders demonstrated measurable improvement in inclusive practices during observations and coaching sessions.
By aligning training with KPIs, the program positioned inclusivity as a driver of productivity, retention, and profitability.
Tools: Articulate Rise
Direct details: Interactions includes, flip cards, markers, knowledge checks with feedback, multiple choice, and a scenario-based graded quiz, tab, Drag/Drop
Process: My process is to Identify the need to close the gap between the current and future states by leveraging prior knowledge data and collaboration. I strategically design solutions centered on reducing cognitive loads through visual design learning theories and best practices. as a methologist I utilize ADDIE, SAM, Knowles and Kirkpatrick to influence design and development of engaging learning that impact performance and business success.
Related Resources: Job Aid
Audience: All first and second shift leads, bakers in training and supervisor.
Problem: Customers are complaining because they don't know what to expect day to day. The baked goods are not of quality nor make based of company's gold winning recipe. due to inconsistency in taste and quality. The signature banana bread has dropped in sales, which has caused complaints to increase by 20% not to mention a decrease in customer return.
Solution: The business goal is to effectively manage organizational change, overcome resistance, and ensure smooth transitions for successful implementation. To measure the effectiveness of this course, Kirkpatrick's Level 2 (Learning) will be used to assess how well employees are acquiring new knowledge, and Level 3 (Behavior) will evaluate how effectively they are applying these changes in their work.
Page updated
Google Sites
Report abuse