Here's what I can help you with:
Custom Digital Training Solutions
Science-backed, engaging e-learning experiences
Interactive scenarios and simulations
Game-based learning modules
Responsive, SCORM-compliant design
Strategic Training Design
Digital learning strategy development
Learner journey plannig
Mapping training to the skills and competencies matrix
Training Revision and Update
Digital transformation of existing training offer
Engagement and retention optimisation
While digital learning comprises the majority of my work, I understand that some situations call for a different approach.
Please get in touch if you are considering either a blended learning approach or in-person training.
My learning experience design is ideal for skills-based organisations, especially in the fields of soft skills training, sales enablement, customer service.
I'm always keen to explore other fields with the help from subject matter experts.
What makes my training work? How is it different?
It may sound counter-intuitive, but I start designing learning experiences from the end and work my way backwards.
Once I have a clear idea of what the learners are expected to do after the course, I look at the different ways they could go about it. This is where knowing the audience is key. It helps me cater to their unique needs and address knowledge gaps, which are different depending on the industry, role, experience, and current knowledge level, among other things.
Then, I split the material into pieces - the trick is to get their size right and arrange them to guide the learners from the easier topics to more complex ones, with plenty of practice along the way. I aim to make the content close and directly applicable to the learners' reality. For example, if they're going to face situations where there isn't an obvious solution, I design tasks that help them consider various implications, rather than a scenario with a clear choice between the right and wrong answer. I usually add some storytelling and a bit of humour here and there, they are especially useful when showing the common traps or pitfalls for learners to avoid.
Finally, I loop back to the main goal of the course and design an assessment that ckecks if the learners are ready to perform the tasks ahead of them. The best thing to do is give them a task as close to reality as possible, of course. If for some reason that's not possible, a solid knowledge check, with questions that make learners think carefully and dig deep, is the next best thing. You may be surprised, but this is where gamification works really well. Not only is it a great tool to check the application of the new knowledge, but as it's fun, it ends the experience on a positive note. That's a real win-win, isn't it?