Case Studies

Challenge

• Fragmented learning systems, inconsistent onboarding, low visibility into learning impact across 7,000+ employees and 50,000+ students; manual processes hindered scale, and leadership needed faster time-to-proficiency for new hires and consistent professional learning for staff.

Role & scope

• Lead architect and program owner for district-wide LMS/LXP implementation and enterprise learning ecosystem redesign. Co-managed a $250K+ annual budget, partnered with Academic Services, IT, HR, Operations, and 30+ cross-functional stakeholders. Supported onboarding for 500+ new hires annually and professional learning for 7,000+ staff.

Approach

• Vision & leadership: Defined strategic goals tied to business KPIs (onboarding time, adoption, retention, internal mobility) and established leadership cadence and sponsor oversight to align stakeholders.

• Needs & systems audit: Conducted a comprehensive audit of existing platforms, content, vendor contracts, integrations, and analytics capabilities.

• Researched and contracted a vendor for 175+ SCORM modules, integrated them with our LMS and SSO, ensured accessibility, and aligned content to competency and role-based pathways.

• Pilot-first rollout: Launched rapid MVP pilots (onboarding pathway, leadership pipeline modules) and iterated based on learner feedback and early analytics.

• Tech + immersive practice: Integrated AI/AR-enabled simulation tools (Mursion, Powtoon) to create safe practice environments for classroom management and leadership skills.

• Adoption & capacity building: Implemented train-the-trainer programs and internal champion networks; created communications campaigns and manager enablement to drive behavioral adoption.

• Measurement & continuous improvement: Instrumented dashboards for engagement and outcome metrics and used data to optimize content and delivery.

Solutions delivered

• District-wide LMS/LXP deployed as single source for learning, onboarding, compliance, and leadership development.

• 175+ modular learning assets and role-based learning journeys (onboarding, instructional practice, leadership pipeline).

• AI/AR simulation program (Mursion & Powtoon) used by ~7,500 adult learners for immersive practice and feedback.

• Train‑the‑trainer certification and leadership pipeline programs (Aspiring Assistant Principal, QuEST pathways).

• Integrated analytics dashboard tracking onboarding time, course completion, engagement, and program ROI.

Outcomes (select metrics)

• Supported learning for 7,000+ staff across functions; immersive simulations reached ~7,500 learners.

• Scaled onboarding to 500+ hires per year with standardized, measurable pathways.

• Built a reusable library of 175+ modules reducing new content development time and enabling quick role-based curriculum assembly.

• Improved visibility into learning impact: dashboards provided executive-level KPIs and informed continuous optimization (example outcomes to quantify in interviews: % reduction in onboarding time, % increase in course completion, adoption rates).

• Sustained culture and capability gains through internal champions and leadership development pathways.

• Challenge
  Teachers needed targeted, practical support in classroom management, but traditional professional learning lacked opportunities for real time practice, feedback, and transfer to daily instruction. There was a gap between knowing strategies and confidently applying them in diverse, high pressure classroom settings.

• Role & scope
  Led the design and implementation of an immersive professional learning initiative in partnership with Mursion and Southern Methodist University. Collaborated with district leaders, instructional coaches, and university partners to support teachers across multiple campuses.

• Approach
  Vision & alignment: Defined a clear goal to move beyond theory to applied practice in classroom management.
  Design for practice: Developed targeted scenarios aligned to common classroom challenges, including behavior management, student engagement, and instructional redirection.
  Immersive learning: Leveraged augmented reality simulations to create safe, repeatable environments where teachers could practice, receive immediate feedback, and refine their approach.
  Coaching integration: Embedded pre brief and debrief coaching cycles to connect simulation experiences to classroom application.
  Pilot and iterate: Launched initial cohorts, gathered feedback, and refined scenarios to increase relevance and impact.

• Solutions delivered
  Augmented reality simulation experiences focused on classroom management.
  Structured coaching cycles aligned to each simulation.
  Targeted learning pathways for teachers seeking specific support.

• Outcomes (select metrics)
  Increased teacher confidence and readiness to manage complex classroom situations for 10+ teachers.
  Improved consistency in applying classroom management strategies.
  Higher engagement in professional learning due to practical, job embedded experiences.
  Stronger transfer of learning from training to classroom practice.

Challenge

• Inconsistent understanding and application of professional ethics across roles and campuses created risk and uneven practice for 7,000+ staff. Leadership sought a scalable, standards-based approach to align ethical behavior with the district’s strategic goals.

Role & scope

• Initiative lead: designed and operationalized the Commitment to Educator Professional Ethics program, partnered with subject-matter expert Troy Hutching, and integrated the initiative into the district’s 5-year strategic plan. Scoped for all staff (certified and classified) across 70+ campuses and 30+ departments.

Approach

• Stakeholder alignment: Convened leaders from Academic Services, HR, Legal, and campus leadership to define desired ethical behaviors, policy alignment, and success metrics.

• Standards-based framework: Co-created a clear, actionable ethics framework and learning objectives grounded in professional standards and district values.

• Multi-modal learning design: Developed a blended program — interactive e-modules, facilitated workshops, scenario-based discussions, and leader toolkits for coaching and accountability.

• Pilot & iterate: Launched pilots with targeted departments, gathered participant feedback and behavioral indicators, and refined content and facilitation guides.

• Capacity building: Trained leaders and internal facilitators via train‑the‑trainer sessions to embed coaching and reinforcement in day-to-day operations.

• Measurement & governance: Embedded ethics learning into performance conversations and oversight structures; defined KPIs (completion, behavioral incidents, leader confidence, application in practice).

Solutions delivered

• District-wide professional ethics program included e-learning modules, facilitator guides, leader toolkits, and scenario-based workshops.

• Integrated ethics commitments into onboarding, performance discussions, and the district’s 5-year strategic plan.

• Established train‑the‑trainer program and internal facilitator network to sustain delivery and local coaching.

• Governance structure for ongoing review, escalation, and continuous improvement.

Outcomes

• Standardized ethical expectations for 7,000+ staff, increasing clarity and consistency across roles and campuses.

• Scalable delivery model with internal facilitators enabling sustainable, cost-effective rollout.

• Measurable behavioral integration: increased leader confidence to coach on ethics, clearer escalation pathways, and improved documentation of ethics-related conversations (quantify in interviews with internal metrics if available).

• Strengthened culture: reinforced shared values, professional norms, and accountability across the district.