Corporate Training That Changes Behavior — Not Just Completion Rates
Freelance Instructional Designer based in Toronto, serving corporate clients across Canada and the US.
Before and after, belowMost training gets completed. Very little of it gets used.
Content dumped into slides
A 90-slide deck converted to a click-through module. Staff finish it, pass a quiz, and go back to doing the job exactly as before.
Everyone passes. Nobody changes. The deck gets longer every audit cycle and the same mistakes keep landing on your desk.
Design around the task
Start from the decisions people make at work. Build scenarios, practice, and feedback around those decisions. Cut everything else.
I find the decisions people get wrong, then make them practise those decisions. The feedback tells them what just happened, not what they scored.
Behavior you can observe
Fewer repeat errors, shorter ramp time, and managers who can point to what changed on the floor — not just a completion report.
We pick the number before I build anything: repeat errors, time to first solo shift, escalations filed correctly. Then we check it.
The same fix works on software training.
Shadowing a trainer on a call teaches one person once. A guided simulation of your actual interface teaches everyone, on demand, with the clicks in the right order and no live system at risk.
Built from screenshots of your environment — no integration, no sandbox licence needed. See a working simulation →
Four ways I fix training programs
See what changed
Most corporate training already exists — as a slide deck, a policy PDF, a quiz nobody remembers. I rebuild that material into interactive courses people work through and use. Each example below has a Before and an After: click the buttons to switch between the original material and what it became.
A 92-slide policy deck. Staff scroll to the end, tick the box, and nothing about the job changes.
Eight six-minute modules built around the five moves a manager has to make. Click any step to open it.
These are four of many. The portfolio has more before-and-after transformations of real corporate material — decks, policy documents, onboarding packs and video.
See More TransformationsScreens are rebuilt for illustration. Client materials are not shown.
Interactive training outperforms passive training. Consistently.
This is not a stylistic preference. Decades of learning research point the same direction: when people practise a decision and get feedback on it, they retain more and apply more. Reading a deck produces neither.
Retention from practice
Learning by doing retains far more than reading or listening — the widest gap in the retention research.
Faster to competence
Scenario practice shortens the run-up to unsupervised work compared with lecture-style delivery.
More course completions
Short interactive modules get finished. Long linear courses get abandoned partway.
Higher income per employee
Reported by companies with comprehensive training programs versus those without.
Figures are indicative ranges drawn from published learning-effectiveness research and my own project baselines. Your numbers get agreed before build and measured after.
What it's like to work with me
Colleagues and collaborators on the delivery side of training projects. Select a name to read what they said.
Sebastian has an exceptional talent for integrating AI tools into course design — he even built a dedicated training course to help other instructors adopt them. His initiative and collaborative spirit make him a highly reliable and innovative professional.
Sebastian builds beautiful online courses, but beyond the aesthetics he builds them with the student in mind — thoughtful, creative and effective. Whether it is AI code formulation, video and image creation, or adapting to new AI capabilities, he keeps on top of the trends and always shares what he learns with the team.
Sebastian designs for the person who has to do the job, not for the person signing off the course. He asks the questions about the work that nobody else in the room thought to ask.
Sebastian is as comfortable building the thing as he is explaining why it works, which is a rarer combination than it sounds. He shares what he learns instead of keeping it, and the whole team gets better for it.