A quarterly blended learning program designed for managers and training support staff, built and run internally. Every session follows a two-part model: foundational knowledge first, then a live workshop that applies the theory directly to their role at this company. 55+ people developed across four-plus quarters. The eLearning prototype featured here is what secured VP approval before the program launched.
Managers and training support staff carry significant responsibility for how people grow inside an organization. They coach, they present, they facilitate hard conversations, they design experiences for their teams. But formal development for those skills is rarely built into the job. I saw that gap and built a program to close it.
The Development Workshop Series is a quarterly program I designed, pitched to the VP, and have been running since launch. Every session covers a different topic and follows the same two-part structure: part one builds foundational knowledge through eLearning or ILT, and part two brings the group together for a live workshop that connects the theory directly to how their specific role works at this company. Not generic leadership content. Contextualized application.
Topics have covered Kolb's Experiential Learning Theory, presentation and slide deck design, effective coaching, and managing difficult conversations. The program is voluntary. People keep coming back.
Each of the four course modules corresponds directly to one of Kolb's stages: Concrete Experience, Reflective Observation, Abstract Conceptualization, Active Experimentation. Learners are not just reading about the cycle. They are moving through it. The design choice was intentional: the best way to teach experiential learning theory is to make the course itself an experiential learning experience.
The branching scenarios were written around real leadership challenges: low team morale, unclear goals, decision-making under pressure. The target audience already lives in these situations. Grounding the theory in familiar context makes it easier to transfer back to the job, whether that is coaching a direct report or leading a team through a difficult quarter.
ELT is a theoretical framework and theory-heavy content can feel dry fast. I chose a comic visual style to make the content approachable and reduce the friction of learning something abstract. The visual treatment also made it easier to distinguish between stages of the model as learners moved through each section.
A consistent avatar character appears throughout the module to provide context, reinforce key ideas, and signal transitions between stages. This was a deliberate andragogy decision: adult learners who are already experienced professionals do not need hand-holding, but they do benefit from a clear guide when navigating unfamiliar theory.
"Before I asked for organizational commitment, I needed the VP to see exactly what this program would look like."
I built the ELT eLearning module as a prototype, not just a course draft, specifically to make that case. This was a deliberate stakeholder alignment move: showing leadership what the program would produce before asking them to commit to it. The VP reviewed the prototype and approved the program immediately. Having that buy-in at the top before the first session ran meant the program launched with institutional support.
The learner persona reflects the pre-design audience analysis. The blueprint covers the instructional framework, learning objectives, and module outline. The storyboard documents slide-level design decisions, navigation logic, and accessibility specs.
The 100% completion and 4.9/5 satisfaction are specific to this module. The 55+ reflects the total reach of the broader Development Workshop Series this course was built for.
Full outcome data available on the Impact page. View Impact →