Corporate Learning & Development | Metacognition Training (Articulate 360)
Business Problem: High-performing employees with perfectionist tendencies often underperform in learning contexts, spending excessive time on low-stakes activities, avoiding skill development that requires initial mistakes, and experiencing learning paralysis that prevents completion. This creates a paradox where your strongest performers resist the professional development needed for advancement.
Solution: A case-based eLearning experience following Sarah Martinez, a high-performing employee whose perfectionist tendencies are hindering her learning efficiency. Through guided scenarios and decision points, learners explore metacognitive strategies to overcome perfectionism paralysis while maintaining quality standards. Features interactive scenarios with corrective feedback, self-reflection activities, and practical tools for developing self-efficacy in professional learning contexts. Designed for managers and L&D professionals working with perfectionist learners.
Design Decisions:
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Why case-based narrative? Perfectionists rarely self-identify as having a "problem" - they view their high standards as strengths. Following Sarah's story allows learners to recognize patterns externally before applying insights to themselves, reducing defensive resistance.
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Why metacognitive focus? Telling perfectionists to "relax standards" fails because it conflicts with their identity. Teaching metacognitive awareness - recognizing when perfectionism serves them vs. hinders them - preserves their strengths while addressing the dysfunction.
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Adult learning principle: Self-reflection activities allow learners to apply insights to their own context rather than prescribing one-size-fits-all solutions. Perfectionist learners particularly need autonomy over how they adapt strategies.
Key Features: Interactive case study, scenario-based learning with feedback, metacognitive reflection tools, manager training components
Corporate Learning & Development | Inclusive Communication Training through Universal Design Principles (Articulate 360)
Business Problem: Neurodivergent employees—particularly those with autism, ADHD, or processing differences—often face performance concerns not because they lack competence, but because workplace communication norms aren't designed for cognitive diversity. Managers mistake systematic communication styles for rudeness, misinterpret direct feedback as lack of social skills, and create meeting structures that exclude valuable contributions. This leads to unnecessary turnover of high-performing employees and loss of neurodiverse perspectives that drive innovation.
Solution: A case-based eLearning experience following Taylor Chen, a high-performing analyst whose systematic communication approach creates team social friction. Through guided scenarios and decision points, learners explore Universal Design Principles for meetings while distinguishing between accommodation needs and performance challenges. Features interactive workplace scenarios with corrective feedback, protocol selection activities, and practical tools for creating inclusive communication systems. Designed for trainers, managers, and HR professionals working with diverse communication styles.
Design Decisions:
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Why Universal Design framing? Positioning neurodivergent support as "accommodation" implies fixing a deficit. Universal Design Principles—clearer agendas, documented decisions, structured turn-taking—improve meetings for everyone while making them accessible to neurodivergent participants.
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Why distinction between accommodation and performance? Managers often confuse communication style differences with actual performance issues. The module teaches when to adapt systems (communication protocols) versus when coaching is appropriate (genuine skill gaps).
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Adult learning principle: Using Taylor as a high-performer experiencing social friction (not a struggling employee) allows neurotypical learners to recognize that the issue is systemic design, not individual deficit. This reduces bias and increases engagement with inclusive solutions.
Key Features: Interactive case study, multi-select protocol design exercise, Universal Design framework application, trainer methodology demonstration
AI-Enhanced Instructional Design | Learning Objectives Development (Camtasia)
From Blank Page to Learning Objectives: Using AI as Your Instructional Design Partner -
Business Problem: Instructional designers waste hours revising AI-generated learning objectives that miss the mark because they lack strategic prompting skills. Generic AI interactions produce vague, unusable outputs.
Solution: A 5-minute demonstration showing the critical difference between surface-level and strategic AI collaboration. Using a customer service de-escalation scenario, the video models contextual prompting with business context and audience analysis, ID-based critique for measurability and cognitive load, and iterative refinement through AI-human partnership.
Design Decisions:
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Why show-don't-tell approach? Screen recording actual AI interaction demonstrates the process authentically rather than explaining it theoretically. Viewers see the exact prompts, AI responses, and critique in real-time.
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Why contrast generic vs. strategic prompting? Starting with the "wrong way" helps viewers recognize their own habits before learning better techniques. The contrast makes the value of strategic prompting immediately visible.
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Why customer service scenario? A familiar, relatable corporate training challenge allows viewers to focus on the prompting methodology rather than getting distracted by unfamiliar subject matter. The scenario is transferable to any L&D context.
Key Features: Screen-recorded AI collaboration, real-time critique and refinement, show-don't-tell methodology, practical prompting strategies
Corporate Compliance Training | Data Security & Professional Ethics (Articulate 360)
The Forwarded Email: Information Security and Professional Ethics
Business Problem: Data breaches often stem not from malicious intent but from well-meaning employees taking productivity shortcuts that violate security protocols. Organizations focus compliance training on policy memorization, missing the critical gap: employees don't recognize when convenience creates security risk, and don't understand their ethical accountability beyond "following the rules." A single forwarded email to a personal account can expose thousands of customer records.
Solution: A case-based eLearning experience following Jordan Webb, a marketing manager whose productivity workaround creates a data security incident. Through investigative scenarios and decision points, learners explore the difference between policy compliance and professional ethics while distinguishing between individual accountability and systemic failures. Features multiple-choice decision scenarios with consequence feedback, root cause analysis activities, and reflection on ethical obligations that extend beyond written policy. Designed for compliance officers, managers, and employees handling sensitive data.
Design Decisions:
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Why well-meaning protagonist? Most security training uses malicious actor scenarios, making it easy for learners to distance themselves ("I'd never do that"). Jordan is competent and ethical but makes a judgment error - this forces learners to recognize their own vulnerability to similar mistakes.
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Why investigate after the incident? Walking backward from consequences to root cause creates emotional engagement and reveals how small decisions cascade into major breaches. This is more effective than abstract "here's what not to do" instruction.
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Why ethics beyond policy? Compliance training typically ends at "follow the rules." Teaching professional ethics - understanding why policies exist and what to do when policies don't cover a situation - builds judgment, not just rule-following.
Key Features: Investigative case study, consequence-based decision scenarios, root cause analysis, ethics vs. compliance distinction, compliance and manager training components, SCORM compliant
Microlearning Series: New Manager Essentials a series of bite-sized modules to help first-time managers navigate critical early challenges with confidence (Rise 360)
Business Problem: 60% of new managers fail within their first two years, primarily due to lack of formal training before promotion. Organizations promote strong individual contributors into management roles but provide minimal support for the fundamental shift from "doing the work" to "leading others." This creates bottlenecks, team dysfunction, and leadership exodus.
Solution: A series of bite-sized modules helping first-time managers navigate critical early challenges with confidence. Each 8-10 minute module addresses a specific management competency through recognition-based scenarios, authentic workplace situations, and immediately applicable tools.
Design Decisions:
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Why microlearning? New managers are time-constrained and overwhelmed. Breaking essential skills into focused modules allows just-in-time learning between meetings rather than requiring dedicated training days.
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Why recognition over performance? New managers need to identify effective vs. ineffective approaches before they can consistently perform them. Scenario-based recognition builds pattern awareness that transfers to real situations.
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Why Rise 360? Accessibility and mobile compatibility matter for busy managers learning during commutes or between meetings. Rise 360's responsive design ensures consistent experience across devices.
Key Features: Scenario-based decision points, immediate feedback, downloadable job aids, consistent visual design across series, 8-10 minute completion time per module
Your First Week as a Manager: Setting Expectations with Your Team
Difficult Conversations: When Coaching Isn't Enough
Psychological Safety: Building Trust That Drives Performance
Coaching Skills for Managers: Asking Instead of Telling
Managing Change—Leading Your Team Through Uncertainty
Putting It All Together: Managing Real Situations