Real-World Impact
Learning in Action
Behind every training program is a real challenge—an organization striving to engage its teams, adapt to change, or drive meaningful growth. Our approach to learning and development goes beyond theory, creating solutions that truly make an impact. These case studies showcase how we’ve helped businesses and teams navigate complex challenges with innovative, results-driven learning experiences. Explore the stories behind the strategy and see how effective learning design can transform the way people think, work, and grow.
Outcomes in context
The following case studies are samples of projects we’ve completed for partners with specific goals and challenges. Some project specifics have been withheld or modified to protect client confidentiality.
Project Spotlight
Learning Needs Analysis
Overview
Industry: Technology
Tools Used: Survey, interviews, focus groups, internal and external benchmarking and research
Timeline: 8 weeks
Role: Lead consultant
The Challenge
The client aimed to adopt a strategic approach to assess the organization's learning needs. Previously, HR and talent partners selected from existing learning options. They wanted a more diligent process to identify the actual learning requirements across 4,500 global employees in various business units and functions.
My Approach
We conducted a learner needs analysis to determine gaps and possible solutions. A survey was crafted with key stakeholders to collect insights from individual contributors and managers. Key leaders were interviewed for their perspectives and focus groups with key employee groups were held to delve deeper into the survey and interview data.
Simultaneously, internal data was gathered including the organization's strategy and objectives. External research was also conducted to understand the current and future skills required in the given industry and for specific key roles.
The Solution
A report was created outlining the findings from my research and recommended approach for learning offered in the upcoming year that included:
Overview of the benefits of and expected outputs of a learning needs analysis
Summary of expected inputs (business strategic priorities, observed talent gaps, talent analytics and insights, external trends and data)
Overview of data gathering process
Overview of key findings including key themes across the organization
Breakdowns of each theme and data sliced across desired business units, geographies, critical role populations etc.
Learning recommendations for key themes
Next steps
The Outcome
For the first time, the client had a prioritized list of learning needs tied to strategic goals. Some popular training didn't align with organizational objectives, wasting resources. Each business unit received a tailored list of learning needs and ways to address them. This enhanced the value of L&D, as the strategic Learning Needs Analysis and suggested approach were more effective than previous efforts.
Project Spotlight
Career Development Workshops
Overview
Industry: Manufacturing
Project Type: Career Development
Tools Used: ADDIE design framework
Timeline: 12 weeks
Role: Program Manager, Designer
The Challenge
The client lacked formal processes or learning programs to help employees manage their careers. They also did not have guidelines for managers on how to support employees in this respect. The target audience was 10,000+ individual contributors and 400+ people managers.
My Approach
Drawing on best-practice research and our expertise in career development, a foundation was created that empowered employees and managers to take ownership of career growth within the organization.
The Solution
A 3-hour interactive, instructor-led webinar was developed for individual contributors to help them understand how to thoughtfully chart their career paths. Additionally, a 2-hour companion workshop was created for managers to enhance their ability to support employees in career development. The components included:
Workshop materials: Powerpoint decks for each session including speaker notes, worksheets, job aids, post program surveys, etc.
Facilitator guide (separate word document)
Train-the-trainer deck and facilitator guide to upskill HRBPs and others
The Outcome
The individual contributor workshop had a 98% recommendation rate, while the manager companion workshop had a 97% recommendation rate. The engagement survey question “I have opportunities to grow my career” increased by 6 points in target populations year over year.
Additional work samples
Here are some additional work pieces from previous engagements that illustrate potential deliverables to complex challenges.
Effective coaching application activity
This example features a sample activity that can be shared following a more comprehensive session on coaching. These types of follow-up activities offer structured opportunities for learners to apply what they've learned. They serve as a reminder of key course content and include clear instructions for conducting the activity independently or with support from an HR or talent partner.
Meeting in a box
Sometimes, leaders need to take information from a session and cascade key messages to their teams. This example serves as a guide to help leaders effectively communicate that information. It provides a suggested structure for sharing, presentation slides covering the main messages, and discussion questions to promote deeper understanding.
Writing Development Plans
This example is a short job aid learners can use to understand why development planning matters and how to create effective development plans.
