In the initial stage, my job is to work with stakeholders to identify and understand the business problem, conduct learner analysis to better understand who the learner is, what are their current skills, what should they be able to do after the training and what is the most effective training modality. Additionally, during this stage I will be laying the foundation for a positive and professional relationship with the subject matter expert as well as outlining clear expectations regarding deliverables and feedback.

Based on the information and feedback collected in the analysis stage, I move to the design portion. Here I will create  a design document to provide a general overview of the course ensure that all content corresponds to all identified learning objectives. Next, I will create a storyboard that will provide stakeholders with a detailed description of all interactions, visual elements and scripts for the course. When designing learning solutions, I utilize adult learning theory and the ADDIE and SAM models to create learning that is both powerful and engaging.

Once all feedback has been implemented into the storyboard, it is then time for development. An e-learning course may be developed in Articulate Storyline or Rise. Other software tools such as Vyond or Camtasia may be used as a part of an e-Learning course if necessary. Microlearning, VILT/ILT or a mixed modality training may use other tools such as Canva or PowerPoint. Within the course, I will create an assessment (scenario based) using The Kikpatrick Model.

I conduct Level 2 (Kirkpatrick's Four Levels of Evaluation) evaluations by assessing participants' knowledge and skills before and after training to measure learning outcomes. For instance, I use pre-tests and post-tests to evaluate knowledge gains, along with practical assessments or simulations to ensure participants can apply their learning in real-world situations. This method helps me track progress effectively and make necessary adjustments to improve training impact.