Learning Ecosystem Transformation 

The Challenge

The team was building online training in Lectora, a platform that had run its course. It limited our ability to create modern, interactive learning experiences, made mobile optimization nearly impossible, and slowed course development at a time when training demands were growing fast. With a workforce of 30,000+ learners depending on quality training, the status quo wasn't going to cut it.

My Role

I led this transformation as the primary learning architect on a team of seven, including four instructional designers and three clinical course developers. I owned the strategy, the toolset decisions, the new workflows, and the knowledge transfer plan from start to finish.

The Approach

Before touching a single course, I started with a thorough needs assessment and process audit. I reviewed existing development workflows, identified constraints in our authoring environment, and consulted with stakeholders to align the transition with our long-term learning strategy.

One of the first and most important changes I made wasn't about tools at all. I introduced a new learning project request standard rooted in performance consulting, requiring teams to identify the root cause of a performance gap before a course was ever scoped. This shift alone changed how the organization thought about training requests and ensured we were building solutions that actually addressed business needs.

From there, I designed and documented a streamlined course request to development process, so every project followed a consistent, repeatable framework.

The Solution

I led the full transition from Lectora to Articulate Storyline 360 and Articulate Rise, redesigning and developing 20+ courses in the process. To support consistency and scalability across the team, I built out a complete suite of design standards including:

• Rise course templates

• Camtasia video templates

• Job aid templates

• PDF style guides

Each resource was designed so any team member could produce work that looked and felt cohesive, regardless of the project.

I also incorporated scenario-based learning and interactive simulations into our redesigned courses, creating more engaging, learner-centered experiences that reflected how our workforce actually performed on the job.

When I transitioned out of the role, I made sure nothing was lost. I selected and mentored my successor, handing off my full workflow documentation, SME contact sheet, SME intake questionnaire, project tracker, and all templates built in Microsoft Project so the ecosystem I built could continue running without me.

The Outcome

Modernizing the learning ecosystem had a measurable impact on both the team and the learners we served.

• 30,000+ learners gained access to more engaging, mobile-friendly training experiences

• Course turnaround time improved by 30% through structured project tracking and resource planning

• Onboarding time was reduced by 25%

• Learner satisfaction scores increased by 36%, based on post-training survey data

• The team inherited a fully documented, scalable development framework they could build on independently