Design process

 I begin by identifying the business problem behind the request. This involves reviewing performance information, gathering input from stakeholders, and taking time to understand the learners and the environment they work in. 

 Next, I clarify the desired result and identify the critical behaviors needed to achieve it. I define what measurable success looks like, and determine whether training is actually the right solution — or if something else is needed. 

With a clear performance goal in place, I write performance-based objectives and apply the right design approach —whether that's ADDIE, SAM, or backward design. I plan authentic practice using scenarios, simulations, or real job tasks, and build in useful feedback  with consequences, coaching, and retry opportunities. . 

 This is where the learning or performance solution comes to life. I apply Mayer's Multimedia Principles, review the design for accessibility, and conduct technical and user testing — revising based on the feedback I receive. 

Before launch, I prepare learners and stakeholders for the rollout, ensuring access and supporting resources are in place. I address any technical or communication needs and focus on supporting the transfer of skills back to the workplace.

Finally, I measure learner response and knowledge gains, and review job behavior and performance data over time. I gather stakeholder feedback and use it to identify ongoing improvements and recommend next steps.