Each ADDIE phase features abbreviated project samples that demonstrate model application in practice. Measurable impact data and detailed walkthroughs are featured at the bottom of the page.
Restructure of a knowledge-heavy onboarding program into a performance-based learning experience that integrates system training, applied workflows, and scenario-based practice.
✅ Problems Solved:
Original content focused primarily on knowledge recall rather than skill application
Lack of integrated software and workflow training
Minimal real-world application, limiting learner readiness and confidence
Training Needs Analysis (TNA) for Artificial Intelligence (AI) skills in the workplace.
✅ Problems Solved:
Employees sharing confidential information through AI tools and use
Lack of processes and guidelines for AI use in the workplace
Design Document for planning a leadership competency course. This collaborative tool is a design blueprint between the project sponsor, stakeholder, and instructional designer.
✅ Problems Solved:
Lack of a leadership competency tool for measuring and communicating expectations
No guidelines for new or existing leaders to align performance
Abridged branching scenario providing a personalized learning experience and immediate feedback on executing a restaurant reservation by phone.
Core Objective:
New restaurant hosts will be able to demonstrate a complete telephone reservation 100% of the time.
✅ Problems Solved:
Lack of understanding of how to use the telephone in a professional manner
Lack of processes and guidelines for employees on how to make accurate decisions when taking telephone reservations
Abridged Articulate Storyline 360 eLearning course utilizing gamification techniques to:
Increase learner engagement
Reinforce effective feedback skills
Develop a growth mindset
Core Objective:
New managers will be able to select constructive feedback strategies and gain employee trust in the typical office simulations provided.
✅ Problems Solved:
Leadership and new managers lack effective feedback skills
Lack of learner engagement and motivation to improve leadership skills
Course sample from a professional learning community for instructional designers. Content outlines Richard Mayer’s Multimedia Learning Principle: Temporal Contiguity Principle. Knowledge checks and activities have been removed for brevity in this sample.
Learning Objectives:
Define the Temporal Contiguity Principle.
Compare instances of proper and improper application of the principle.
Examine supporting research on the Temporal Contiguity principle.
Identify the pros and cons of using the principle.
Discuss best practices for using the principle in the development of learning solutions.
✅ Problems Solved:
Team is developing ineffective content that lacks learner engagement
Lack of multimedia use in training content
Abridged job aid outlining the process for troubleshooting mobile devices in the field.
✅ Problems Solved:
Employees are missing work time because they require daily support to access Wi-Fi in the field.
IT support lines are spending excessive hours on repetitive support tickets, with less time to support high-level IT issues.
Short video following prior training on MS PowerPoint basics. Content includes supplementary information, including:
MS PowerPoint Designer functions
How to translate verbal information live
Core Objective:
Beginning MS PowerPoint users will be able to use the Designer and Live Translation tools when creating or presenting in MS PowerPoint.
✅ Problems Solved:
Employees and leadership are conducting meetings without an effective way to share information.
Employees reporting a lack of knowledge on MS PowerPoint use, specifically in translations to/from Spanish, and designing slides that look appealing.
This storyboard provides a general outline for developing the leadership competency course. This tool facilitates effective collaboration and alignment among stakeholders and cross-functional teams in developing a leadership competency model and its corresponding performance expectations.
Core Objective:
Establish a leadership competency model and performance evaluation standards.
✅ Problems Solved:
There are no set leadership competency standards or performance measurement tools.
There is no leadership evaluation system for motivating employee growth.
💡 Ask me about:
Screenshots of the LMS course launch page
Communication plans (emails, rollout timelines, promotional materials)
Instructor or facilitator guides
Blended learning pathways or schedules
💡 Ask me about:
Post-training evaluation forms or learner surveys
Pre- and post-assessment comparisons
NPS results or feedback dashboards
Reports summarizing training ROI/learner impact
Analytics dashboards from the LMS
📊 Impact
Metric Measured Outcome
Knowledge Retention 20-50% improvement
Net Promoter Score 66 (31 points above industry benchmark)
Development Efficiency 20-50% reduction in production timelines
Learner Reach 9,000-12,500+ learners
Adoption Rate 100% adoption of new performance system
Beyond Course Development:
Led cross-functional design teams through full project lifecycles
Directed rapid development projects in high-visibility, compliance-focused environments
Designed and managed large-scale curriculum frameworks aligned to business goals
Implemented quality assurance processes supporting 100+ training team members and a 1,000+ assist learning library
Partnered with SMEs, compliance teams, operational leaders, and executives
Improved development processes using SAM/ Agile methodologies, AI tools, and accessibility standards (Section 508/WCAG)
⚡Project Highlights
Select the arrow to view additional details about each project highlight.
Demonstrates my ability to:
Re-architect large-scale onboarding programs for performance impact
Translate compliance-heavy policy into active learning experiences
Design beyond knowledge transfer to skill and systems competency
Align curriculum to real-world workflows and software usage
Lead cross-functional stakeholder collaboration
Improve knowledge retention across iterations
An existing onboarding curriculum for customer service representatives required a full restructure to support a newly formed healthcare unit.
However:
The original content was highly knowledge-based and focused primarily on foundational policy.
Real-world system navigation and applied software training were missing.
Content was compliance-heavy and complex.
The compressed timeline required rapid development.
Multiple stakeholder groups required alignment and sign-off.
Audience: 2,500 Customer Service Representatives in a regulated healthcare environment
Stakeholders: Operations leadership, SMEs, QA, Training leadership
Timeline: Rapid deployment with phased rollout
Risk: Insufficient system competency/access, workflow misalignment
Business Need: Redesign onboarding to focus on real-world job performance and system competency, not just policy knowledge
Curriculum Mapping & Modular Architecture: Conducted a comprehensive curriculum audit and rebuilt the program into a modular, performance-based structure:
Foundations (policy, terminology, workflows)
System navigation and applied software simulations
Scenario-based activities
Applied Learning Integration:
Integrated scenario-based activities and system simulations to reflect real customer interactions
Embedded activities aligned to live production workflows
Designed layered learning to reduce cognitive overload by separating labs into systems simulations, call practice scenarios, and then combined simulations (calls + systems together)
Instructional Strategies
Scenario-based exercises
System navigation simulations
Layered content sequencing
Performance-based reinforcement tools
Real-world workflow alignment
Andragogy - relevance-driven, immediate application
Cognitive Load Theory - modular sequencing and scaffolding
Constructivism - experiential learning via simulations and scenarios
100+ instructional assets (eLearning, VILT sessions, job aids, facilitator guides, participant guides)
Modular curriculum map and learning pathway
LMS deployment plan
Reinforcement materials aligned to job tasks
20–50% knowledge retention improvement across curriculum iterations
Learner satisfaction increased to 66 NPS (31 points above benchmark)
Improved application of software workflows
Scalable onboarding model adopted for future rollouts
Demonstrates my ability to:
Align learning strategy to organizational culture/goals
Translate executive vision into scalable learning experiences
Conduct structured Training Needs Analysis (TNA)
Create engaging leadership training that uses video, activities, and interactive content to keep learners involved
The organization introduced new leadership competencies.
However:
Leadership expectations were inconsistent.
Feedback practices varied widely.
Engagement scores indicated a need for improved leadership alignment.
Required competency introduction in a way that encouraged buy-in, adoption, and behavioral change.
Scope and Constraints
Audience: Leadership cohort across multiple teams and national resort locations
Stakeholders: Executive leadership, HR, Operations leaders, SMEs, Training leadership
Timeline: Strategic rollout aligned to broad leadership culture initiatives
Risk: Inconsistent leadership expectations and feedback
Business Need: Introduce new leadership competencies in a way that drives alignment and buy-in.
Performance and Culture Alignment:
Conducted a Training Needs Analysis (TNA)
Collaborated with executive leadership to define competency expectations
Integrated feedback frameworks
Frameworks personally introduced by high-performing leaders within the company (via video)
Behavior-Centered Design: Designed multimedia-rich eLearning introducing custom leadership competencies
Aligned rollout to broader organizational culture initiatives
Instructional Strategies
Multimedia Learning with aspects of Social Learning (video featuring internal company leaders)
Change Management Integration
Learning Theory Integration
Andragogy - relevance to leadership challenges
Transformative Learning - reflection and behavior shift
Interactive eLearning series with
Video production
Job aid/reinforcement material
Strong adoption across the leadership cohort
Improved qualitative feedback scores
Increased clarity and consistency in leadership expectations
Reinforced standardized feedback practices across teams and resorts
Demonstrates my ability to:
Translate complex custom systems into clear, workflow-based training
Create job aids/quick-reference tools aligned to real-world applications
Support enterprise system launches
Create single-source-of-truth documentation
Improve adoption and time-to-competency
A custom booking software was in development and required an enterprise training solution.
However:
The system was evolving during development.
Employees required both initial training and ongoing reference tools.
Clear workflow guidance was critical.
There was a risk of inconsistent adoption post-launch.
Scope and Constraints
Audience: Company-wide operational and customer-facing employees
Stakeholders: IT and software development teams, Operations leadership, Training leadership
Timeline: Parallel to software build; aligned to enterprise launch date
Risk: Adoption inconsistency, confusion during transition, increase in support ticket volume
Workflow-Aligned Training Design:
Mapped training directly to real booking workflows
Designed materials to support both initial learning and post-launch reference
Focused on clarity, visual guidance, and usability
Performance Support Integration:
Developed a quick-reference guide aligned to real system tasks
Designed an electronic manual to serve as a single source of truth
Embedded reinforcement tools for post-launch support
Instructional Strategies
Workflow-based task alignment
Step-by-step visual guidance
Performance support tools
Just-in-time learning assets
Learning Theory Integration
Cognitive Theory - structured information processing
Performance Support Theory - just-in-time QRG
Electronic manual highlighting features and workflows
Enterprise rollout enablement plan
100% company-wide system adoption
Shortened time-to-competency
Reduced post-launch confusion during system transition, reducing support requests
Centralized documentation, single source of truth for training and reference
Demonstrates my ability to:
Align learning with strategic business goals
Execute under compressed timelines, utilizing rapid development
Manage cross-functional stakeholders
Develop scalable rollout systems
The organization launched a new customer rewards program to improve the customer experience and encourage repeat business.
However:
The program details were still changing and not finalized.
Training roll-out was required within four weeks.
Leaders and employees were unclear or unaware of the program.
Employees needed to know how to explain the program to customers and how to apply reward points correctly.
There was a risk of inconsistent implementation.
The compressed timeline was driven by a company-wide launch event.
Audience: 9,000+ employees across the nation, company-wide
Stakeholders: Executive leadership, Operations
Timeline: Rapid rollout aligned to a launch date four weeks out
Risk: Low engagement, misuse of reward structure
Need: Clear awareness and behavioral adoption, employee buy-in
Multi-channel deployment: LMS release, email campaign, launch event, completion tracking, data tracking for ROI
Incorporated CEO video and scripting development to align messaging and support program buy-in
Rapid iteration cycles, including:
Developed initial prototype within days
Conducted stakeholder review loops
Refined messaging and updated content as changes were communicated
Aligned program with organizational culture and initiatives
Multi-modal, layered rollout including:
Initial eLearning to introduce the rewards program and gain buy-in
Collaborated with Communications teams to launch messaging and track employee participation
Developed FAQ hub, job aids, and LMS pathing
Subsequent training and communication tools to be determined based on rollout data and business strategy
Instructional Strategies Used
Scenario-based examples showing "what qualifies"
Immediate application prompts
Clear decision trees to reduce ambiguity
Video and eLearning modalities to increase employee buy-in
Job aid assets for just-in-time access
Learning Theory Integration
Andragogy - problem-centered, relevance-driven
Cognitive Load principles - layered, multi-modal rollout
Deliverables
Interactive eLearning module (Articulate Storyline, Adobe CC Premiere Pro video)
Scripts for CEO and other leadership
FAQ knowledge base
LMS pathing/tracking/reports
Communication toolkit (email templates and messaging)
Company-wide adoption; 100% adoption/completion rate in first 30 days
Positive customer sentiment reflected in Medalia reports
Increase in repeat customer sales/traffic
Demonstrates my ability to:
Design and develop large-scale training programs
Create consistent processes for building high volumes of eLearning/web-based training (WBT)
Translate complex policy manuals into clear training
Build repeatable development and quality review processes
A government healthcare contractor required a comprehensive training curriculum to support Claims Specialists responsible for processing high-volume, regulation-driven healthcare claims.
However:
Claims policies were complex, layered, and frequently updated.
Training materials were inconsistent across teams.
Error rates impacted quality scores and operational efficiency.
Multiple claim types required distinct workflows.
The organization required 30+ web-based trainings (WBTs) within a short, aggressive timeline.
Compliance review processes were rigorous and multi-layered between the organization and government partners.
Audience: All Claims Specialists (new hires and cross-trained staff)
Stakeholders: Operations, Compliance, SMEs, QA, Federal partners
Timeline: Large-scale production with aggressive timelines and deployment prior to contract implementation
Risk: Regulatory errors, financial impact, rework costs
Need: Structured, scalable, standardized training program aligned to necessary claims knowledge
Curriculum Architecture: Developed Claims training ecosystem, structured around:
Claims fundamentals
Exception handling
Appeals and adjustments
Future systems implementation and workflow integration
WBT template framework to ensure consistency across 30+ modules
Scalable Production System, to support high-volume development:
Built storyboard templates
Established naming conventions and version control processes
Created review workflows and checklist instruments
Implemented QA checkpoints
Coordinated parallel module development across a large multi-disciplinary team, ensuring rapid yet controlled execution
Multi-Modal, Layered Learning Strategy
Interactive WBT modules (Articulate Storyline / Rise)
Embedded knowledge check with corrective feedback
Instructional Strategies Used
Progressive complexity (basic to advanced knowledge)
Learning Theory Integration
Cognitivism - chunked content into manageable topics and progressively increased complexity
Behaviorism - structured practice (knowledge checks) with immediate feedback
Deliverables
Learning objectives for each module
30+ storyboards using standardized templates
30+ web-based trainings (WBTs/eLearning) using standardized templates
2 virtual instructor-led trainings (VILTS)
LMS learning paths and reporting dashboards
QA and compliance review documentation
Results & Impact
Successfully delivered 30+ WBTs within an aggressive timeline
Supported the onboarding of Claims Specialists prior to contract implementation
Reduced compliance risk through a standardized training framework
Communicated the need for system and process implementations/improvements across workflows
Demonstrates my ability to:
Lead end-to-end instructional design projects with compressed timelines
Translate complex regulations into clear, compliant, and actionable training
Collaborate with SMEs to build critical processes from the ground up
Design learning for high-risk environments where accuracy is critical
Collaborate cross-functionally with Compliance, Operations, SMEs, and government partners
A healthcare organization needed to improve identification procedures for a special beneficiary population, including eligibility, enrollment, coverage requirements, deadlines, and fee structures.
However:
The training need was identified by the government partner overseeing the contract after repeated compliance errors were discovered
A formal corrective action plan with strict timeline requirements was issued
Regulations were complex and had not been fully operationalized at the time of contract implementation
The issue affected high-profile beneficiary groups, increasing visibility and risk
No existing training materials or documented processes were available to guide the identification of this beneficiary population
All training and communications required rigorous compliance review, including approval from government partners
Clear, accessible, accurate information was critical
Audience: Thousands of employees; organization-wide retraining required
Stakeholders: Government partners, Operations, Communications, SMEs, Executive leadership
Timeline: Less than two weeks to analyze, complete action mapping, create a storyboard, and build a prototype. An additional two weeks for leadership and government review, revisions, LMS deployment, and workforce communication. Full completion required within 30 days
Risk Factors:
Regulatory noncompliance
Missed eligibility deadlines
Misinterpretation of beneficiary requirements
Reputational damage
Financial penalties associated with corrective action
Business Need: Create clear, compliant training that improves special beneficiary identification and meets both company and government approval standards.
Instructional Strategies
Scaffolded learning progression: foundational knowledge - process behaviors - applied system workflows
Integration of new and updated software procedures
Visual, step-by-step walkthroughs
Animated workflow explanations to clarify complex procedural logic
Plain-language scripting to translate dense contract language into actionable guidance
Learning Theory Integration
Dual Coding Theory - paired visuals with narration for improved retention
Andragogy - practical, relevance-driven explanations focused on real-world application
Cognitivism - structured content sequencing, chunking of complex regulatory information, and guided practice to support schema development and long-term retention
Deliverables
Storyboard
Script
AI voiceover
Web-Based Training (WBT)/eLearning
SCORM package (.ZIP file)
Successful organization-wide retraining within the required corrective action timeline
SCORM was delivered earlier than the deadline
Content and storyboard approved by all reviewing parties on first submission, with only minor revisions requested
Positive learner survey feedback highlighting clarity, retention, and usability
