A Learning Designer specializes in developing instructional materials and experiences that facilitate effective learning. This involves:

• Needs Assessment: Analyzing the needs of learners and stakeholders to identify learning objectives and gaps.

• Curriculum Development: Designing course content and learning activities that align with educational goals and outcomes, using principles of instructional design.

• Multimedia Integration: Incorporating various media and technology tools to enhance learning experiences, such as videos, interactive modules, and assessments.

• User-Centered Approach: Focusing on the learner’s experience by creating intuitive and accessible content that meets diverse learning styles.

• Evaluation and Feedback: Assessing the effectiveness of learning materials through feedback and data analysis to continuously improve course design.

• Collaboration: Working closely with subject matter experts, educators, and stakeholders to ensure the content is accurate and relevant.

Learning Designers undergo continuous training and education themselves to experience various learning programs and stay updated on relevant topics. This not only enhances their skills but also informs their design process.

My journey to becoming a Learning Designer has gone hand in hand with my development as an Innovation Facilitator. Each role enhances the other; my facilitation skills make me a better designer, and my design expertise informs my facilitation.

As an Industrial Design Engineer, I graduated as a designer in 2002. I firmly believe that regardless of what is being designed - be it a product, system, process, or learning journey - the approach to generating solutions requires a similar mindset, tools, and the ability to empathize with users. It involves envisioning their experiences, moment by moment.

Learning Design demands an additional level of courage, allowing participants to stretch just enough to uncover their potential and grow. My time at Philips (2008-2012) was pivotal; it was here that I began designing methods to challenge internal teams, encouraging them to explore different ways of working.

My work as a Learning Designer begins with active listening - to the leader reaching out, the participants, and key stakeholders. I start by asking: Why is there a need for learning in this area?, and What change are we striving for?  - By understanding these goals, we can ensure alignment and explore alternative solutions where opportunities arise.

Once the WHY and WHERE TO are clear, we collaboratively define the content (WHAT) and the process or experience (HOW). In some cases, "off-the-shelf" solutions work well, but often, a tailored design is needed. This design evolves through close collaboration and iterative improvements.

Piloting is a crucial step to test the design before rolling it out on a larger scale. This helps fine-tune the learning experience based on real feedback.

My Learning Philosophy: "Learning by Doing & Reinforcement"

I believe in a practical, hands-on approach to learning, combined with ongoing reinforcement:

- Learning by Doing: The focus is not on theories, but on applying methods in real scenarios - through discussions, role-play, challenges, and hands-on projects. Participants engage both individually and in groups to practice what they learn.

- Reinforcement: Lasting change doesn’t happen in a single training session. It requires ongoing practice and encouragement. New habits are built through repeated challenges, guidance, and continuous feedback over time.

Measuring Impact

After more than a decade in this field, I’ve found that measuring the impact of training can be complex. Post-training surveys often give mixed signals - participants may feel an immediate “workshop high,” or they may feel stretched and uncomfortable as they adapt to new ways of working. True progress becomes clearer over time, once participants have had the chance to practice and reinforce their learning.

To truly measure learning impact, it’s essential that learners not only reflect on their progress immediately after training but also throughout the reinforcement period and in the long term. This ongoing reflection helps capture growth as new habits take root and lasting change occurs.

While I can’t be entirely certain why people choose to hire me as a Learning Designer, based on feedback and reflections, here’s what I’ve heard:

• They are seeking transformational learning journeys that foster long-term growth and development.

• They don’t believe in quick fixes; they want sustainable solutions that truly make a difference.

• They know I’m passionate about helping every individual thrive, regardless of their starting point or challenges.

• They’ve heard about the positive impact my designs have had in other organizations and the success stories that followed.

• They appreciate my commitment to creating psychologically safe environments where team members can share openly and grow.

• They value my expertise in both learning design and facilitation, recognizing that these skills enhance the learning experience.

• They understand that I tailor programs to meet the unique needs of each team and organization, ensuring relevance and effectiveness.

• They trust my holistic approach, which includes in-depth assessments, qualitative insights, and continuous feedback for improvement.

My services are tailored to your specific needs, ensuring the greatest impact. Let’s start with your goals and go from there.

Here are some services that have proven most valuable to past clients:

• In-depth research into participants and key stakeholders to uncover deeper learning needs.

• Tailored or ready-made design of workshops, programmes, curricula, or events (e.g., Design Hackathons), ranging from 90-minute sessions to 12-month programmes.

• Co-creation with clients to ensure alignment and relevance.

• Thoughtfully blended formats - from face-to-face to online, desk-based to in-field, and individual to group settings - to create diverse and engaging learning experiences.

• Reinforcement strategies to embed new learning, habits, and working styles, driving long-term organizational impact.

If one of my previous designs aligns with your needs, I also offer a comprehensive, ready-to-go package that includes:

• Minute-by-minute agenda: A clear, structured timeline for seamless facilitation.

• Detailed facilitator’s guide and scripts: Step-by-step instructions to ensure smooth delivery.

• Materials: Complete participant-ready resources, including workbooks, templates, slides, cards, and more—all customizable to reflect your company’s brand.

• Supporting resources: Access to a curated selection of videos, articles, books, podcasts, models, and tools to enrich the learning experience.