These aren't course showcases. They're problem-solving case studies. Each one starts with a business problem — not a learning objective. Each one includes a moment where I challenged the brief. Each one ends with data, not screenshots.
If you want pretty slides, I'm not your person. If you want training that moves the needle, read on.
Redesigning AI Governance Training for Senior Leaders
After adopting AI-powered pricing and demand forecasting tools, a financial services organisation experienced three high-profile errors in 12 months: an algorithmic pricing anomaly that caused customer complaints, a forecasting failure that led to overstocking, and a compliance flag from their legal team about undocumented AI decisions.
The L&D team's initial request: "We need a 30-minute compliance course on the EU AI Act."
Root cause wasn't knowledge. Executives knew the regulations existed. The real gaps were:
Training was appropriate here because the knowledge gap, the skill gap, and the attitude gap were all real. A compliance course would have addressed none of them. A scenario simulation would address all three.
7 modules. 14 screens. 9 interaction types.
Learners are placed in the role of Operations Director. An AI pricing tool has flagged a 34% price increase on a high-demand product. Three colleagues give conflicting advice. The learner must:
Wrong answers are not punished with a "Try Again" button. They play out as realistic consequences — delayed, the way real mistakes happen.
Replacing a 47-Page SOP Manual With a Tool People Actually Use
The organisation had a 47-page Standard Operating Procedures manual for customer service recovery. New staff read it during onboarding. Nobody looked at it again. Customer complaint scores were rising. The L&D manager wanted a "refresher course."
I conducted 6 interviews with frontline staff and 3 with supervisors. What I found:
A laminated 2-sided quick reference card and a mobile-optimised digital version:
Side 2 was a decision tree for the 6 most common complaint types with exact language, what NOT to say, escalation triggers, and documentation requirements.
Building a Sales Onboarding System That Fits Inside a Busy Schedule
90-day ramp time to first closed deal was too long. New hires were overwhelmed by a 2-week onboarding bootcamp. Manager feedback: "They come out of onboarding not knowing our product, our buyer, or our process. We're basically re-training them on the job."
The bootcamp was 40 hours of content delivered in 10 days. Cognitive overload was guaranteed. Ebbinghaus forgetting curve analysis showed that without spaced retrieval, 70% of content would be forgotten within a week.
Building Manager Capability for Difficult Feedback Conversations
360 feedback data showed that 61% of direct reports felt their manager "avoided difficult performance conversations." The impact was measurable: underperformance left unaddressed, team morale declining, HR escalations rising. HR's request: "A course on giving feedback." My response: a simulation, not a course.
The scenario needed to simulate the discomfort, ambiguity, and emotional complexity of a real feedback conversation.
Characters: Alex (the manager — the learner's role) and Jordan (an underperforming team member with legitimate personal challenges).
Using Learning Analytics to Redesign a Failing Compliance Programme
An organisation had been running mandatory compliance training annually for 4 years. Completion rates were high at 94%. Incident rates were not improving. They asked me to "make the course more engaging."
I requested assessment scores by question, time-on-task per module, incident data by department and role, and post-training survey results.
Tell me the gap. I'll tell you whether training will close it — and if it will, exactly how I'd design it.
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