L&D Philosophy

My approach to L&D is rooted in one core belief: training must create behavior change. That means designing learning the way people actually learn, not the way most meetings are run. The Learning Pyramid makes it clear: people retain about 5% of what they hear, but up to 90% of what they teach or practice. That’s why I build programs that prioritize application, using scenarios, simulations, role plays, and teach-backs to drive real skill adoption.

Great training should also be engaging and enjoyable. When people are active, curious, and emotionally invested, performance and retention skyrocket. Engagement is a strategic tool for accelerating mastery.

Leadership buy-in is equally essential. Skills only stick when managers reinforce them, model them, and coach them. I design training with leaders at the table, ensuring alignment, shared language, and clear expectations for follow-up and coaching.

Finally, I believe in leveraging high performers as subject matter experts, because peer insights and real examples bring frameworks to life and sit as the most influential and effective level of the Learning Pyramid. Teach-backs, panels, shadowing, and peer coaching turn expertise into increased behavior change.

At its core, my philosophy is simple: training should be practical, experiential, measurable, and engaging. When people enjoy learning and know exactly how to apply it, performance improves, and that’s where the real impact happens.