Create Learning Experiences That Stick
Learning & Development for Organizations That Want Learning to Have Lasting Impact
Organizations rely on learning every day — to support growth, share expertise, onboard new leaders, and navigate change. But strong content alone doesn’t guarantee meaningful learning.
I partner with organizations to design learning experiences and systems that work the way people actually learn — building skills, confidence, and shared understanding over time.
This work supports culture change, leadership development, and professional growth — and can stand alone or integrate into a larger, goal-driven strategy.
What Makes My Work Different
My approach is shaped by an M.Ed. background and decades of experience as an educator, facilitator, and consultant.
It centers:
- Adult learning theory and instructional design
- Trauma-informed, psychologically safe learning environments
- Differentiated instruction for diverse learners
- Scaffolding complex ideas so learning builds over time
- Practical application, reflection, and real-world use
- Use of growth mindset, agile thinking, and modeling the joy of what we do
The goal isn’t just engagement — it’s learning that sticks, transfers, and supports real change.
What This Work Can Support
This work is especially valuable for organizations that want to:
It centers:
- Strengthen internal teaching and facilitation skills
- Improve learning outcomes and retention
- Support subject-matter experts who teach but were never trained to teach
- Build shared language and practice across teams
- Use learning as a lever for culture, leadership, or organizational change
How I Work With Organizations
Learning Programs & Ecosystem Design
Train-the-Trainer & Educator Enablement
Many organizations rely on internal educators — leaders, facilitators, or subject-matter experts — to teach others. I help those educators strengthen how they teach, not just what they teach.
This can include:
- Foundations of adult learning and facilitation
- Lesson planning and curriculum design
- Scaffolding complex or sensitive topics
- Differentiated learning approaches
- Assessment, feedback, and reflection strategies
This work often improves confidence, clarity, and learner retention — even in short, intensive formats.
Real transformation: At a major media organization, my curriculum development audit revealed unrealistic goals blocking effective learning program design. Through a 2-day hands-on training bootcamp, subject matter experts created 10 comprehensive courses with scaffolded lesson plans, assessments, and multiple learning modalities. These employees—experts in their fields but with no teaching background—mastered instructional design for professional specialties, resulting in significant increases in program enrollment and participant retention.
Learning Programs & Ecosystem Design
Learning Programs & Ecosystem Design
For organizations seeking scalable, sustainable learning, I design learning programs and ecosystems that support growth over time.
This may include:
- Asynchronous courses and learning pathways
- Live or recorded workshops
- Learning platforms and content strategy
- Supporting materials such as workbooks, slides, and reflection tools
- Accessibility-forward design
These programs can be short-term or multi-year, depending on goals, capacity, and context.
Example Engagement: For a 35+ year old San Francisco theater mainstay, I created a training pathway for both new and seasoned teachers. The foci was on ensuring that as students progressed through course levels, there were clear learning and skill outcomes (rather than the teach what you want that had existed). Additionally, I created a safe space handbook and course as tools to protect both the teachers and students from potential harassment and/or problematic behavior that had been reported over the years.
Learning as a Strategy for Culture & Leadership
Learning as a Strategy for Culture & Leadership
Learning doesn’t exist in a vacuum. When designed intentionally, it can support:
- Culture and belonging initiatives
- Leadership development
- Professional growth and internal capacity-building
This work often has the greatest impact when aligned with clear goals, outcomes, and a broader organizational strategy — much like teaching itself.
Proven success: For Sisters in Crime, as part of a 3-year Cultural Transformation / DEIJB engagement for this 3,000+ member international organization, I designed and delivered 11 hours of scaffolded learning content that now lives on the learning platform we designed. It supports the other workshops, policy changes, cultural expectations, and leadership development I partnered with them on through the years of our engagement. This content continues to drive member engagement and skill development, demonstrating the lasting impact of well-designed educational programs.
Engagement Styles
Engagements may include:
- Short-term intensives or bootcamps
- Program or curriculum design projects
- Ongoing consultation and partnership
- Blended approaches combining several of the above
Together, we determine the scope that best fits your goals, timeline, and resources. I have examples of what has worked with other organizations that can help you decide what may work best for you.
Pairs Well With
This work often pairs well with:
- Culture and Belonging initiatives
- Leadership Development programs
- Executive Communication and facilitation coaching
When learning, leadership, and culture are aligned, organizations see deeper and more sustainable change. with other organizations that can help you decide what may work best for you.
Ready to Create Learning That Actually Works?
If you’re looking to strengthen how learning happens in your organization — whether through a focused initiative or as part of a larger plan — I’d love to talk.
Schedule a consultation to discuss your specific learning program needs and goals.
KAMACLEAN CONSULTING LLC 