Impact & Outcomes

Let's Solve Problems Together

Check out the items below to view the types of problems I can help your organization solve.

Definition: The measurable difference between the knowledge, abilities, and competencies employees currently have and the skills required to perform their jobs or achieve organizational objectives.

Skills Needed − Current Skills = Skill Gap
What employees can't do yet
Skills are typically categorized as technical, soft, or job-related
Arise when employees lack the capabilities needed to meet performance expectations or adapt to evolving roles and changing business strategies
Example: An employee doesn't know how to use the CRM

Solution: Targeted, data-driven learning solutions that close these gaps, enhance employee confidence, and improve organizational performance.

Definition: When an employee’s productivity, quality of work, results, or behaviors fail to meet established expectations, standards, or goals set by the organization.

Can affect individual success, team dynamics, productivity, efficiency, team effectiveness, and overall business performance
How employees apply their knowledge, skills, and behavior on the job
Related to behavior, motivation, or situations
Example: An employee knows how to use the CRM but avoids using it regularly

Solution: Targeted training helps improve efficiency, accuracy, and productivity.

Definition: The lack of critical information, understanding, or awareness needed to perform the job effectively or make informed decisions.

Lack of facts, policies, products, procedures, industry changes, or context needed for the job
Unlike skills gaps, which focus on the ability to perform tasks
Key characteristics:
- Process knowledge gaps: Workflows/procedures
- Product/service knowledge gaps: Features, benefits, or limitations of products/services
- Organizational knowledge gaps: Company goals, structures, or strategies
- Policy/compliance gaps: Regulations, standards, or company policies
Example: A lack of knowledge of CRM procedures/processes can result in a HIPAA/data violation

Solution: Data-driven analysis and targeted learning solutions to close gaps, improve decision-making, and enhance overall performance.

Definition: The process of adjusting to, adopting, and effectively using new technologies, tools, or systems in the workplace to maintain productivity, efficiency, and organizational success.

Key Characteristics:
- Technology-Driven Change: New tools, systems
- Continuous Learning: Requires employees to upskill and reskill
- Behavioral Adjustment: Beyond technical skills. Employees must change habits/workflows
- Organizational Readiness: Involves aligning policies, training, culture to support technology adoption
Example: Adopting New Software or Systems - Learning to use a new CRM platform, project management tool, or HR system.

Solution: Training introduces new tools, software, and systems to keep pace with innovation.

Definition: Potential hazards that could negatively impact employee safety, organizational operations, or compliance, ensuring a secure environment for employees, customers, and stakeholders.

Safety is the goal, creating a healthy, secure work environment
Risk reduction is the method, the proactive steps taken to achieve and maintain safety

Solution: Training ensures employees follow safety procedures and risk management practice.

Definition: The drive and influence that inspires employees to perform their best, stay engaged, and committed to organizational goals.

Lack of growth opportunities leads to disengagement and high turnover

Solution: Training fosters professional development, helping employees feel valued.

Definition: Structured, strategic approach to prepare, support, and guide individuals, teams, and organization through transitions when adopting new processes, technologies, systems, or cultural shifts.

Goal is to minimize resistance, maximize adoption, and ensure that change leads to sustainable business success

Solution: Training prepares employees for new processes, systems, or cultural shifts.

Let’s Work Together

If you’re seeking an instructional designer who blends creativity, strategy, and measurable impact, I’d love to collaborate with you to elevate your learning initiatives and help your organization thrive. Some of the strengths I offer include:

Expertise Across the Learning Lifecycle

From analysis to design, development, implementation, and evaluation, I manage the full instructional design lifecycle with precision.

Driving Measurable Results

My projects consistently deliver faster, more effective, and more engaging training experiences, featuring up to 50% faster development timelines, high-quality training assets, outstanding learner experience, with Net Promoter Score (NPS) consistently surpassing industry standards, and ensuring learner success.

Innovating for Impact

Innovation in instructional design is about reimagining how people learn and ensuring the outcomes change behavior, improve performance, and drive organizational success while maintaining engagement and inclusivity. That’s why I integrate learner-centered strategies, multimedia, hands-on opportunities, and accessibility best practices into everything I design.

Empowering Learners. Elevating Organizations.

I create learning experiences that empower learners and elevates organizations. My learning solutions are designed to build confidence, skills, and independence, while simultaneously aligning with strategic goals and measurable outcomes. Whether launching new systems, developing leadership skills, or streamlining onboarding, my goal is simple: To create learning experiences that make a measurable difference.

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