not courses. learning people use.

most workplace learning doesn't work

so I stopped building courses.

now I design things that change what people do.

took completion from 20% to 80%.

no chasing, no tests, just better design

projects that shouldn’t have worked (but did)

coaching resource

managers didn’t have time to learn how to coach.

and they weren’t going to sit through another course.

so I didn’t build one.

I created a podcast-style story — something they could listen to and come back to when they needed it.

some managers started using it on the bus in the morning.
it became a habit.

that was the point.

modern slavery podcast

mandatory training.

the kind people switch off from immediately.

so we didn’t make a course.

we turned the compliance director’s real voice into a podcast honest, unscripted, human.

it got shared.
people talked about it.

which doesn’t usually happen with this kind of topic.

annual compliance training.

expected to be ignored.

I rebuilt it as a story.

something people could follow.
something that actually made sense.

it landed better than what was there before.

and people got what they needed from it.

not courses. different problems. different formats. same idea.

make it something people actually use.

how I work (and why it’s different)

I’m autistic. My brain skips the obvious and goes straight to the problem.

I don’t ask what this should look like.

I ask: "what’s getting in the way?" "what’s stopping this from happening?"

most of the time, there’s a gap.
between what people say they want and what’s actually blocking it.

sometimes it’s the system.
sometimes it’s the process.
sometimes it’s culture.

and culture is the bit nobody wants to point at.
especially not in an e-learning brief.

so I build things people use.
simple.
hard to ignore.
something that fits into the day.

because when it works, you see it.
a manager tries something different.
a conversation shifts.

and sometimes someone says:

“maybe it’s not just the training… maybe it’s how we work.”