I diagnose capability gaps and design programs that stick, then prove it with data instead of just good reviews. I work across corporate and government L&D, from onboarding to leadership development.
Learning strategist with 14+ years diagnosing capability gaps and building programs that change how people work, not just how they complete training. I partner consultatively with business stakeholders: start with a needs assessment to diagnose the root problem, architect solutions leadership can act on, and validate results with data, from Kirkpatrick metrics to ramp time and cost savings.
I've built leadership development at every level, from new supervisors to directors and senior executives, and I've spent my career on the vendor side of corporate and federal L&D for clients like PNC Bank, FEMA, and the DEA. That means I know how training vendors operate, and how to manage them well. Comfortable owning a learning portfolio end to end, leading change across SMEs, analysts, and engineering teams, and using AI tools to move quickly from idea to deliverable.
My other degree is a B.E. in Biomedical Engineering from Vanderbilt, and it shows up in how I work. I treat a training gap like a diagnosis, not a request. I get to the root of it, design a fix, pilot it on a small cohort, then validate with data before scaling. It's a different starting instinct than most instructional designers bring, and it's why my programs usually ship with numbers attached.
Every engagement runs through the same five-stage cycle, whether the client is a federal contact center, a bank, or a nonprofit education program.
Sit down with stakeholders, SMEs, and frontline staff to figure out what's actually driving the gap before proposing a fix.
Lay out the objectives, modality, and sequencing, and decide upfront how you'll know it worked.
Build everything the program needs: slides, guides, scenarios, assessments, video.
Test it with a small group first, see what works and what doesn't, and fix it before rolling out further.
Score it against Kirkpatrick levels, ramp time, and cost, then scale what the data supports.
Five projects across two organizations. One never got finished, but the rest show the same approach: diagnose the problem, build the fix, measure what changed.
New hire onboarding ran 10 days with inconsistent pass rates across cohorts.
Redesigned the entire program from the ground up, including slides, facilitator guide, participant guides, scenarios, role-play scripts, assessments, and supporting video.
Promo video shown to new CSRs to preview the training before it started.
Only one trainer could deliver RSN training in person, which meant travel costs every time a new location needed it, and a bottleneck as the program tried to scale.
Designed and delivered a 10-hour virtual facilitation workshop teaching supervisors the craft of facilitation, not just how to click through slides. Participants worked from a full facilitator and participant guide during the workshop itself.
Agents needed accurate answers in the flow of work, not buried in static documents.
Architected a SharePoint knowledge base integrated with Salesforce Knowledge Articles, piloted with small cohorts, and refined based on usage data before scaling contract-wide.
Inconsistent instructional quality and flat enrollment across a network of community education programs.
Rebuilt curricula around modern, skills-based design and delivered a 6-hour Program Heads Training using case studies and scenario-based practice to build leadership and instructional capacity across the organization's programs.
A promo video for CSRs, similar in spirit to the RSN video, giving them a quick preview of an upcoming CSOS training before it rolled out.
I produced the promo video, but the full CSOS training itself was never built out. I'm including it here because I still think the idea was a good one, not as a finished deliverable.
What she is doing typically takes a staff of two to three people at least six months.
I personally think you did a great job with the RSN training. It will be a fantastic tool.
Wida consistently demonstrates Quality at Speed. She stays laser focused on her goals, and she's always quick to help teammates out.
I highly recommend Wida for senior positions in curriculum and learning design due to her creativity, her leadership in innovating with new technologies, and her ability to build rapport with clients.
Within weeks, she was managing her own courseware development with on-time, low-error deliveries.
Her enthusiasm for learning new technologies and methodologies is infectious. If you have a position where she can explore and challenge herself, she'd be a great addition to your team.
