Instructional Designer & Corporate Trainer
I design training that doesn't just inform — it changes behavior, closes skill gaps, and drives measurable results. Every project starts with a real problem and ends with evidence it worked.
About Me
With 18+ years of professional experience, I've sat on both sides of the training table — as a learner, a subject matter expert, and now as an instructional designer. That experience shapes everything I build: I know what bores people, what confuses them, and what actually makes learning stick.
I specialize in diagnosing performance problems and designing targeted solutions — whether that's an eLearning module, an instructor-led workshop, a job aid, or a blended curriculum. I don't design training for training's sake. I design it because something isn't working, and I want to fix it.
Based in Houston, TX. Open to remote and hybrid opportunities in instructional design, corporate training, and L&D consulting.
Portfolio
Each project below starts with a real business problem. Click View Full Case Study to see the story, the scenarios, and the results.
Compliance & Onboarding · eLearning Series
A logistics company with 400+ employees was losing 30% of new hires before their 90-day mark. Exit interviews revealed a common theme: the onboarding program was generic, policy-heavy, and left employees with no idea how to actually do their jobs. I was brought in to redesign it from the ground up.
The existing onboarding consisted of a 40-slide PowerPoint read aloud by HR, a binder of policies, and a "shadow your manager for a week" approach. There were no defined learning objectives, no practice opportunities, and no feedback loop. New hires arrived at their desks on Day 8 still unsure how to process orders, escalate issues, or find basic resources. The 30% early turnover was costing the company an estimated $8,000 per lost hire in recruitment and retraining costs.
I conducted stakeholder interviews with HR, 3 department managers, and 8 recent hires (both those who stayed and those who were exit-interviewed). I identified three distinct learner profiles with different job functions and pain points. The root cause was not lack of information — it was lack of context and practice. New hires had no safe space to make mistakes before Day 1 on the floor. I proposed a 5-module eLearning series with branching scenarios, replacing the policy-dump with role-specific, situation-based learning.
Leadership Development · Instructor-Led Workshop
A retail chain with 18 locations had promoted 45 frontline employees to store manager within a single year. Six months later, employee engagement scores had dropped 22 points and complaints about management had doubled. The new managers weren't bad people — they had never been taught how to lead.
The previous "leadership training" was a 2-hour session on HR policies and how to run a performance review — delivered once, with no follow-up. Managers were expected to figure out the rest on their own. The result: managers who micromanaged because they didn't trust their teams, avoided difficult conversations because they didn't know how to have them, and scheduled unfairly because they didn't know how to handle push-back. The business impact was real: turnover at managed locations was 42% higher than the company average.
I shadowed three store managers for a full day each and interviewed 12 frontline employees across four locations. I identified the core competency gaps: difficult conversations, fair scheduling, and giving feedback without damaging relationships. I designed a two-day ILT workshop built almost entirely around real scenarios the managers recognized from their own experience. Every activity required a decision, a discussion, and a debrief — not just note-taking. I also designed a 90-day Action Plan each participant completed and shared with their district manager for accountability.
How I Work
I don't start by opening PowerPoint. I start by asking: what problem are we actually solving?
Get In Touch
I'm actively looking for instructional design, L&D, or corporate training roles — full-time or contract. If you have a learning problem worth solving, I'd love to hear about it.