Designed and managed a comprehensive two-week onboarding experience to accelerate employee readiness, build confidence, and establish consistent performance expectations.

The Challenge

As the Success Coach organization grew, new hires needed a consistent, engaging onboarding experience that prepared them to navigate complex student situations, use internal systems, and deliver high-quality coaching.

The organization needed a scalable onboarding program that standardized training across teams, supported facilitators, and equipped new coaches with the foundational knowledge and practical skills needed to succeed in their roles.

My Role

Learning Strategy | Program Management | Instructional Design | Facilitator Enablement | Stakeholder Collaboration | Learning Assessment

The Solution

Led the design and implementation of a comprehensive two-week onboarding program combining instructor-led training, digital learning, practical application, and knowledge assessments.

The program integrates:

• Structured Learning Pathway: Designed a sequenced, two-week curriculum introducing organizational processes, coaching expectations, technology systems, student support practices, and essential job responsibilities.

• Blended Learning Experiences: Developed live training sessions, interactive Articulate 360 courses, scenario-based activities, knowledge checks, and self-paced learning resources to accommodate different learning needs.

• Facilitator Enablement: Created standardized facilitator guides, presentation materials, and instructional resources to support consistent training delivery across multiple facilitators.

• Applied Learning & Skill Development: Incorporated realistic student scenarios, coaching practice, interactive activities, and knowledge assessments to help new hires apply concepts to real-world situations.

• Learning Operations & Coordination: Managed onboarding schedules, learning resources, facilitator coordination, and cross-functional collaboration to ensure an organized and cohesive new-hire experience.

• Continuous Improvement: Collected feedback from new hires, facilitators, and stakeholders to refine content, address learning gaps, and improve the onboarding experience.

Scope & Impact

• Designed and managed a comprehensive two-week onboarding experience supporting a Success Coach organization of 90+ professionals.

• Developed a structured curriculum combining instructor-led sessions, self-paced digital learning, and hands-on practice.

• Created 20+ facilitator guides and instructional resources to support standardized training delivery.

• Developed interactive learning modules, knowledge assessments, and scenario-based activities to reinforce essential coaching skills.

• Coordinated facilitators and cross-functional stakeholders to deliver a consistent, scalable onboarding experience.

• Established standardized training materials and learning activities to support program consistency, facilitator readiness, and continuous improvement.

L&D Competencies Demonstrated

Learning Strategy · Onboarding Program Management · Instructional Design · Blended Learning · Facilitator Enablement · Learning Operations · Learning Technology · Performance Assessment · Stakeholder Management · Continuous Improvement

Designed and implemented a structured learning and development journey to accelerate employee readiness, build confidence, and support sustained performance.

The Challenge

New Success Coaches needed continued development beyond initial onboarding to build confidence, apply new skills, and meet performance expectations. A structured approach was needed to connect training with real-world application, manager coaching, and measurable performance milestones.

My Role

Learning Strategy | Program Design | Performance Enablement | Stakeholder Collaboration | Learning Assessment

The Solution

Designed a comprehensive 30-60-90 day enablement framework that guides new Success Coaches from foundational knowledge to independent performance.

The framework integrates:

• 30 Days — Build Foundations: Reinforce onboarding concepts, establish role expectations, and develop essential coaching skills.

• 60 Days — Apply & Develop: Strengthen skills through real-world application, targeted learning, feedback, and manager coaching.

• 90 Days — Demonstrate Readiness: Evaluate proficiency, identify remaining development needs, and support the transition to sustained independent performance.

The program connects structured learning activities, competency milestones, performance assessments, and manager checkpoints to create a consistent employee development experience.

Scope & Impact

• Designed a scalable development framework for a Success Coach organization of 70+ professionals.

• Established progressive learning milestones aligned with job responsibilities and performance expectations.

• Integrated manager feedback, coaching opportunities, and performance assessments throughout the employee development journey.

• Created a repeatable approach to employee readiness and ongoing development.

L&D Competencies Demonstrated

Learning Strategy · Employee Enablement · Competency-Based Development · Performance Management · Learning Program Design · Manager Enablement · Continuous Improvement

For three years, I managed the first-year academic program at Berry College. This is an example of an orientation for faculty who were new to teaching the first-year seminar. Its purpose was to communicate workflow and required activities to faculty, while offering a space for questions and answers regarding teaching in the program. 

I have collaborated with the Center for Teaching and Learning to offer workshops on implementing reflection in the classroom.  I designed this workshop with my colleague in the Writing Center to offer to 40 faculty across disciplines in a three-hour faculty development workshop.

I collaborated with the Career for Personal and Professional Development (CPPD) at Berry College to design and deliver a major and career exploration workshop for sophomores. While participating in a Life Design Studio with Stanford, we identified the need for more intentional programming for sophomores at the college. We then prototyped this workshop during the Studio. This workshop became pillar of our inaugural campus-wide Major and Career Exploration Week, created by my office and the CPPD.

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