I design learning that changes behaviour — not just ticks a compliance box.
I diagnose before I design. Half the time, the real problem isn't a training problem at all.
Every decision is grounded in cognitive science — spaced practice, retrieval, cognitive load, scenario fidelity.
I build it myself. Storyline 360, Rise, video, job aids — from storyboard to SCORM-packaged delivery.
C-suite leaders were over-trusting AI outputs. A compliance course would have changed nothing. A judgment simulation did.
Staff knew the 47-page SOP. They still froze at point-of-performance. The answer wasn't more training.
61% of direct reports said their manager avoided difficult feedback. A video about feedback wasn't going to fix that.
Field practitioners across Kenya were certified but couldn't adapt content when the room stopped responding. Knowledge transfer wasn't the problem. Facilitation capacity was.
Most programme evaluations measure completion rates and satisfaction scores. Neither tells you if anything changed on Monday morning. Here's the evaluation architecture I use instead.
Not the training request. The performance gap. Tell me what people are doing vs. what they should be doing — I'll tell you honestly what will fix it.