Courses and training people actually finish, remember, and use.
Most instructional designers study behavior change. I’ve spent my career practicing it - observing how humans learn and change in real time. I’ve sat across real people, watching what actually gets someone to change a habit, or finish a program - and what makes them give up.
I design learning experiences for teams who want real engagement and outcomes. Every decision is informed by a decade of watching what actually gets someone to change a habit, stick with a program, or walk away.
Why this worksMost instructional designers study behavior change. I’ve practiced it for a decade.
Before I designed a single course, I spent years on the ground floor with people trying to change. When they give up, it’s not due to a lack of information - they know what they need to do. It’s because of motivation, overwhelm, or a system that didn’t account for how they actually think and learn.
That’s what I bring into learning design: a working knowledge of resistance, motivation, and executive function, built from learning theory practiced in one coaching session at a time.
I design for the learner who’s distracted, skeptical, and short on time - because that’s most learners.
What I Design
Course and Curriculum Design
1
End-to-end design of online courses and training curricula, structured around how learners actually build knowledge and follow through.
Learning Experience Audits
2
For programs that aren’t landing: a full review of an existing course or training against real learner behavior, with a clear, prioritized plan to rebuild what’s not working.
Facilitator and Workshop Design
3
Live workshops, cohort-based programs, and train-the-trainer materials, designed for facilitators to run confidently and participants to engage with enthusiastically.
Behavior-Change Content Design
4
Turning subject-matter expertise - health, wellness, or otherwise - into content built to change behavior