Change architect.
Learning Designer.
Capability builder.
It starts with change not content
I do a lot more than build courses. Change management and capability strategy come first; learning experience design is where it lands.
01
Change Management
Announcing change isn’t managing it. Listening to resistance, managing communication and engagement so transformation actually sticks not just gets announced.
02
Capability Strategy
Starts, before a course exists. Mapping the skills an organisation needs next and the route to build them strategy and systems first, content second.
03
Learning Experience Design
Solutions that moves measurable performance. The craft of experiences that connect, stick and move people to act designed to prove the learning actually worked.
FEATURED CASE STUDY
They didn't need more training. They needed us to ask better questions.
A B2B SaaS company brought me in to fix their onboarding. Completion was at 31%. Satisfaction scores were high. Customers were still leaving — 68% churn within 18 months. Beneath the surface: a confidence trap. People who scored well in training froze the moment their own messy real-world data showed up.
-31%
clients lost by 18mo
-34%
support tickets
+41%
adoption
How I actually work
A product-design approach to learning. Every engagement moves through the same five stages.
01
Discover
Interviews, data, and finding the real problem behind the brief.
02
Define
Frame the capability gap. Agree what good looks like — and how we’ll measure it.
03
Design
Prototype early. Test. Iterate. Build what’s needed, not what was assumed.
04
Build
Articulate 360, immersive, or blended — quality and accessibility at every step.
05
Measure
Did capability move? The data tells the story.
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