Services

Every engagement starts with the same question: what should be different in twelve months?

Not "what course do you need". Four ways to work with me — all of them measured against business outcomes, not completion rates.

01

Fractional / interim CLO

Senior learning leadership without the twelve-month hiring cycle. I take ownership of the learning agenda — strategy, team, governance, stakeholders — for two days a week or a defined interim period.

WHAT THIS LOOKS LIKE
→A learning strategy the executive team actually reads — tied to business priorities, not L&D trends
→Operating model, governance and standards your team can run without me
→Capability building for your learning team — design standards, communities of practice, AI ways of working
EVIDENCE  Built the instructional design strategy and standards used by 50+ learning professionals serving 18,000+ employees across 30+ Takeda sites.
02

AI capability building & workshops

From tool tourism to daily practice. Leadership sessions, hands-on workshops and adoption programmes that make AI part of how work gets done — with governance and responsible use built in, not bolted on.

WHAT THIS LOOKS LIKE
→AI adoption sessions for senior leadership — practical LLM use, not vendor demos
→AI-augmented learning production: synthetic personas, branching role-play, coaching bots, prompt libraries
→Governance, privacy and responsible-use frameworks that survive contact with legal
EVIDENCE  Cut development effort by 50%+ and localisation costs by 80% at Takeda; coached R&D senior leaders on practical AI; member of the enterprise AI early-adopter group.
03

Digital learning strategy

An LMS is not a learning ecosystem. Neither is an LXP. I design the system around the tools — capability architecture, academies, skills data and governance that make the platforms earn their licence fees.

WHAT THIS LOOKS LIKE
→Role-based capability maps and skills taxonomies you can plan workforce decisions on
→Academies and curated pathways that enable self-directed growth — and reduce unnecessary training burden
→Predictive capability analytics from job descriptions, SOPs and system data — pre-emptive, not reactive
EVIDENCE  Reduced irrelevant learner time by up to 70% at Takeda R&D; designed ~25 Manufacturing Academies; digitalised learning strategy for Coca-Cola Amatil, Novartis Australia and Westpac.
04

E-learning design & delivery

Courses with a pulse, not a pulse-check. Blended programmes, leadership experiences and digital learning designed for behaviour change on the job — and measured there, at Kirkpatrick Level 4.

WHAT THIS LOOKS LIKE
→Enterprise leadership programmes — EHS leadership for site heads, finance for non-finance managers
→End-to-end design: needs analysis, co-creation with stakeholders, user testing, behavioural impact measurement
→Accessibility, cultural adaptation and localisation designed in from the start
EVIDENCE  35 global projects in 18 months at Credit Suisse — on time, on budget; LearnX award-winning design; correlated learning engagement with sales performance for Samsung.
How I work

Diagnose before prescribing

STEP 1
Diagnose
Root causes, not symptoms. Sometimes the answer isn't learning — I'll say so.
STEP 2
Design
Co-created with stakeholders, tested with real users, built for the flow of work.
STEP 3
Deliver
Agile-inspired, AI-augmented where it earns its place. On time is a feature.
STEP 4
Measure
Behaviour and business impact — Kirkpatrick Level 4, not smile sheets.

Tell me the performance problem.

I'll tell you whether learning is the answer — and what to do if it isn't.

Start the conversation

Hiring, or just thinking about it?

Full-time, interim or fractional — if you need someone who's done this at enterprise scale, let's have a conversation. CV and references on request.

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