Learning Experience Design

AI-enabled training that changes behavior, not just completion rates.

Instructional design for companies where training has to survive contact with real work. 10+ years enterprise UX behind it.

Try the simulation

Try this first

Most training proves someone finished. This proves they can do it.

Two minutes, right here. You play a manager giving hard feedback, the employee pushes back, and you find out how you handled it.

Or read how I designed it

Dana Whitfield

Analyst, reporting to you

You are a manager. Dana works for you.

Dana's last two reports had mistakes. You are about to bring that up. Dana will push back.

Click through using the provided example text, or write your own reply.

What you know about Dana

Nothing to invent. Here is what happened:

Two weeks ago Dana sent a report to a client with the wrong revenue numbers on slide 4. They were last quarter's numbers. The client noticed before anyone here did.
Last month the August forecast Dana built had regional totals that did not add up. You caught that one before it went out.
Dana has been on your team two years. Until this spring the work was reliable.
Dana is genuinely busy right now, running three projects at once. That part is true and you know it.

What you get feedback on

Four things that decide whether feedback changes behavior or just makes someone defensive:

You named something specific that happened
A real example Dana can picture, not a label like careless or sloppy.
You avoided always and never
Words like "always," "never," and "everyone thinks" give Dana something to argue with.
You asked what Dana thought, and waited for the answer
Asking is not enough. You have to stop and let Dana answer before you move on.
You agreed a next step with a date on it
Something specific, by a specific time.

Feedback comes at the end, and each point quotes a line you wrote. If a quote is not word-for-word in what you said, it is not shown.

Case studies

When the tool fits, I use the tool.

Two live Rise courses, written the UX way: problem, learner analysis, design decisions, evaluation plan.

Evaluation designed · Level 3

AI Adoption for Small Business Teams

A Rise course teaching small teams how to put AI to work: interactive scenario, knowledge checks, and an evaluation plan built for behavior change, not completion.

Live course included.

Read the case study

Evaluation designed · Level 4

Client Onboarding, Converted to Training

A real product onboarding rebuilt as a Rise course. Personalized per client with merge fields, gated by real approvals, and evaluated by the four numbers the service itself is judged on.

Live course included.

Read the case study

Process

ADDIE is the design process I've run for over a decade with different labels.

Most training measures whether people liked the course. I design for whether they do the job differently.

How I work