Enablement and Learning
Make it doable.
Learning sticks when people have time to practice and someone to coach them. I design training with the job, the learner, and the manager in mind, so new skills get used and generate value.
WHAT I DO
Learning strategy & skill building
Clarify what people need, by role, and how we build toward it.
- Skill map (what people need to know, by role)
- Capability / gap snapshot (where confidence is strong vs. where support is needed)
- Learning plan (what we teach first, next, and later)
- Role-based learning paths (different tracks for different jobs)
- Curriculum outline (what’s included, what’s not, and what “done” looks like)
Learning experience design
Deliverables that turn training into a full learning experience, not a one-off session.
- Learning journey map (pre-work, live sessions, practice, follow-up)
- Pre-work (short prep that makes the live session matter)
- Session plan (agenda, timing, activities)
- Practice opportunities (real use cases people can try, not theoretical examples)
- Reinforcement plan (what happens after training so it doesn’t fade)
- Cohorts (run learners through the journey together as a class)
Instructional design & facilitation assets
Deliverables facilitators and learners can use right away, with consistent quality.
- Slide deck (clean story, simple visuals, not crowded)
- Facilitator guide (what to say, when to pause, how to run activities)
- Participant workbook (notes, exercises, space to apply it)
- Real-work scenarios (situations people recognize from the job)
- Knowledge checks (quick prompts to confirm understanding)
Performance support
Deliverables that help people apply skills in the flow of work..
- Job aids (one-page “how to do it” sheets)
- Checklists (step-by-step so nothing gets missed)
- Templates (copy/paste starting points people can reuse)
- Quick reference guides (the “cheat sheet” version)
- Short demos (2–5 minute “show me” videos, one task at a time)
Learner experience & readiness
Deliverables that help participants show up prepared and leave with a plan.
- Training readiness checklist (what to do before week one)
- Focus setup (simple tips to protect attention during training)
- Participation and note-taking prompts (how to show up intentionally)
- Application checklist (how to use the learning at work right after)
- Personal action plan (what I’ll use, where I’ll use it, by when)
Manager enablement
Deliverables that help participants show up prepared and leave with a plan.
- Leader pre-brief (what’s expected, what “good” looks like, how to reinforce)
- Manager coaching support sheet (how to guide learning before/during/after the track)
- Coaching prompts (help a learner choose goals and stay accountable)
- “Make space to practice” guidance (protect time and create chances to apply skills)
- Progress check-in structure (simple format for 1:1s during the program)
Engagement & Measurement
Deliverables that drive engagement, keep learning alive, and improve it over time.
- Training communications kit (invite, reminders, follow-up, “what’s next”)
- Intranet / hub content (one place to find everything)
- Office hours / Q&A support (help after launch, not just during training)
- Success stories (examples that make the change feel possible)
- Community of practice (help the cohort stay connected after training)
- Participation & completion tracking (who attended, who finished)
- Feedback loop (what people struggled with, what we fix next)
- Adoption/usage signals (where possible, are people applying it in real work?)
- Iteration log (what we changed based on feedback)
related use cases
Cinthia Blanchard 