Learning that opens
the way to opportunity.
A connected proposal for how Learning & Development can strengthen inclusive employment: setting a strategic direction, understanding the current position, showing how I design learning, and demonstrating that approach through a practical course.
Four connected parts.
One view of the work.
Use the sections in order for the full story, or open any part directly. Each page has the same navigation so reviewers can move between the strategy, diagnosis, design method and sample course.
Build learning as a bridge to opportunity.
A proposed L&D strategy aligned with Helm’s mission, including strategic objectives, success measures, operating principles and a 12-month roadmap.
Explore the strategy → 02 / ORGANIZATIONAL DIAGNOSISUnderstand the position. Choose the response.
A focused SWOT of Helm’s L&D efforts, distinguishing publicly evidenced strengths from internal questions and external risks to validate.
Explore the SWOT → 03 / MY DESIGN PRACTICEUnderstand first. Design for people.
My general approach to L&D, using ADDIE, starting with TNA and integrating Bloom, UDL, purposeful gamification, participatory methods and Kirkpatrick evaluation.
Explore my approach → 04 / LEARNER EXPERIENCEFreelancing, made practical.
A 20-minute interactive course showing how a learner can turn an existing skill into a service, build credibility, approach a client and work responsibly.
Enter the learning experience →“I would not treat L&D as a catalogue of courses. I would build it as a pathway from capability to meaningful work — while preparing employers to make that work genuinely inclusive.”
My proposed direction for Learning & Development at Helm.