Every engagement starts with the business result. Here's what that looked like for a few clients.
Performance Management for 22,000 + Leaders
Retail · Industry Award Winner
The challenge: Leaders weren't consistently managing performance, and the business needed every people leader getting results through their teams.
What I did: Started with business outcomes, not training. Analyzed the data to find the root causes, built an impact map, and designed targeted curricula and support tools.
The result: Reached 22,000+ leaders. Follow-up data showed positive correlations with accountability and performance, and the work was award winning.
A Learning Function Built From Scratch
Fast-growing staffing company
The challenge: The company was growing fast and needed new recruiters productive sooner. Every branch trained differently, and people expected the LMS to "develop people" on its own.
What I did: Ran discovery with recruiters, senior recruiters, and staffing managers. Built the learning strategy, standards, and LMS governance, plus a design toolkit that includes a "training or performance need?" decision aid. Designed role-based learning paths and coached internal SMEs to build training themselves.
The result: The company gained its first learning strategy tied to its five-year plan and a team able to build its own training. It brought me back for a second phase and then a leadership engagement.
Leadership That Works as One Team
Senior Living - Leadership Strategy
The challenge: Rapid growth and a five-year strategic plan demanded more from leaders. Senior leaders had strong individual skills, but the team worked in silos, and decisions kept flowing up instead of across.
What I did: Led discovery through leader interviews, an employee survey, and engagement data. Designed a blended solution: team coaching to build shared leadership practices, plus seven self-guided toolkits on skills such as delegation, prioritization, coaching, and leading change.
The result: A clear picture of what was holding leaders back, and a ready-to-run leadership development strategy and implementation plan, handed off to the internal team to deliver.
Original Work
Leadership skills, starting early
Ready, GO, Learn! Leadership Academy · Original work · Grades 3–5
The challenge: The leadership gaps I see again and again in corporate settings, like self-control under pressure, reading a room, and fair decisions, start long before anyone becomes a manager. I wanted to build those behaviors early, in a way that sticks.
What I did: Designed and built a series of five-day, fully scripted curricula with AI, each with a teacher guide, student mission log, slides, and a before-and-after skill check. I wrote the production standards and AI prompt workflow that keep every unit consistent, then reviewed and reshaped every piece myself. I added one-page performance supports so adults can coach a skill on the spot, and dry-ran the units with young learners.
The result: A growing, consistent curriculum series produced in a fraction of the usual time, with practice and coaching built in so the behavior carries past the lesson. It's the same learn, practice, perform approach I use for corporate behavior change.
One-page performance support for coaching in the moment
Scripted lesson: Learn, practice, perform