Building L&D Capabilities

Your L&D team is responsible for developing everyone else in the organisation… but who’s developing them? As learning evolves and expectations rise, your team needs to continuously build new skills, adopt better processes, and stay ahead of what’s possible.

The best L&D teams don’t just deliver training; they’re constantly evolving their own craft.

What You Get

Targeted development for your L&D team to build skills, improve processes, and elevate their work. This might include training on modern learning design approaches, coaching on stakeholder management, introducing new tools and methods, building internal capabilities, or creating better workflows. The focus is practical: your team will walk away with skills and processes they can use immediately to do better work.

Example initiatives:

• ID Beyond Content: Grow an advanced learning design capability within your team. Shift away from content development and into experience design and skill building.
• Performance Consulting: Help your L&D team move beyond just creating training to becoming performance improvement experts. Build the skills to diagnose performance gaps, identify root causes, and design holistic solutions that drive real business impact.
• Expert eLearning Design: Build the skills, kowledge and mindset to design and develop eLearning that doesn’t feel like “standard eLearning”. Build the skills and process to create practical, effective and engaging online courses.
• Cognitive Task Analysis: Discover a systematic, research backed, method for uncovering deep expertise from SMEs to build better learning experiences.
• Intake & Delivery Optimisation: Sharpen up your processes and workflows to do more with less, or way more with what you currently have.

My Relevant Experience

I’ve spent 15+ years in L&D working across internal teams, vendor roles, and as a consultant—which means I’ve seen what great L&D looks like from every angle. I have deep expertise across experience design, instructional design, performance design, and process design. Beyond technical skills, my 20+ years in leadership and people management gives me insight into how to help teams actually change how they work, not just learn new concepts.

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