Instructional Designer & Learning Experience Designer
Six years building curriculum, eLearning, and performance support across K12 and corporate. The through line is the same: what does someone need to know, feel, and do differently?
About
Most training does not work. People sit through it, click through it, and go right back to what they were doing before. I care a lot about why that happens and how to fix it.
I started in K12, building and governing curriculum systems for hundreds of learners at a time. Moving into corporate ID gave me a new context for the same core problem: people have things they need to be able to do, and the organization needs them to do those things consistently and well. My job is to figure out what actually gets them there.
My work is grounded in ADDIE, backward design, and learning science. I author in Rise 360 and Storyline 360, design facilitator guides and blended programs, and think seriously about performance consulting before I ever open an authoring tool.
Selected Work
Each project covers a different part of what I do. Together they show the range.
The Problem
Hiring managers were making inconsistent decisions, often shaped by bias they did not know they had. A slideshow was not going to fix it.
What I Did
Built branching scenarios in Storyline 360 that put learners inside real hiring conversations. Each choice reveals how small decisions compound, and why.
The Outcome
A self-paced module that builds awareness through experience, not lecture. Immediate, reflective feedback at each decision point with no obvious right answers.
The Problem
New managers knew they were supposed to give feedback. They did not know how to do it in a way that felt honest and did not blow up the relationship.
What I Did
Modeled real conversations with annotated commentary, then moved into guided practice. Grounded in adult learning principles: build confidence through exposure before the stakes are real.
The Outcome
A module that treats managers like adults: here is what it looks like, here is why it works, now you try. No padding, no obvious answers.
The Problem
Training alone was not working. Frontline staff needed support at the moment of a volatile customer interaction, not two weeks before it happened.
What I Did
A concise, scannable reference tool built for high-stress, time-compressed situations. Language was tested with frontline staff before anything was finalized.
The Outcome
A resource people actually pull out and use. Simple enough to glance at under pressure, substantive enough to guide a real decision.
The Problem
New hires were overwhelmed in the first 30 days and undertrained for the next 60. Attrition was high. Confidence was low. The onboarding was basically one long fire hose.
What I Did
Designed a phased journey: survive, grow, own. Used backward design to sequence content across 90 days with built-in manager touchpoints and milestone checkpoints.
The Outcome
A repeatable onboarding framework that paces information instead of front-loading it, with clear checkpoints so managers and new hires both know where they stand.
Capabilities
I can take a project from the first stakeholder conversation through final evaluation. I am most useful when I am involved before anyone has started building slides.
Authoring
Design
Delivery
Working Style
Contact
I am open to full-time instructional design and LXD roles. If you are building something worth learning about, I would love to hear from you.