I began my career in marketing and sales. Presenting information is second nature. I started creating and facilitating learning opportunities as an insurance agent when asked to create courses for CE (continuing education) credits for professional guardians and attorneys. The feedback from attendees was overwhelming. Not only did they totally understand the concepts that I presented in ways they had not previously experienced, but they loved the humor and interactive elements I brought to the facilitated course.

At this point, I began to look for more opportunities to engage with learners, and an opportunity presented itself with Girl Scouts of West Central Florida, where I again, went from SME to Adult Learning Manager (staff). I had been volunteering with the organization for 10 years at that point. 

At GSWCF I added e-learning to my tool belt, and began taking formal classes to learn the principles and methodologies of Adult Learning (receiving my Adult Learning Certification 2021). I dove in and re-designed all of the NEW Girl Scout Leader training, moving it to an e-learning format so that new leaders could take the training on their own time table instead of waiting for an in-person course schedule. 

After that I re-designed ALL of the outdoor training, aligning the gaps that I found in skills for camping experiences.  I was not the SME for all of these experiences, but working with the trainers, things came together. 

At Coke Florida I was introduced to OSHA training compliance and leadership training initiatives and designed programs to help people become better leaders for their organization. I LOVE developing leaders! It gives me such satisfaction to work with people on these skills. 

At Evolution PGS I took the framework of a Leadership program and added actual leadership components - lacking in the previous program. It had previously been focused on parking industry topics. 

In addition, a training needs analysis was completed for field management and front line workers. This resulted in aligning and enhancing the new hire job skills training process for both. It identified the need for on-going "hot topic" training for management through a weekly half hour "lunch & learn" format, and the requirement for all new management to be automatically enrolled in the blended-learning Leadership program. For frontline workers a new training program called "7 Steps to AWEstruck Service" was created to reinforce the valet service steps measured by a quality assurance outside vendor.

At NCH I was the Instructional Designer for the Organizational Development department. I focused on creating eLearning and facilitated learning for leadership - current and emerging. I created all training aids and graphic elements, and managed the SharePoint web pages for the department. Along the way, I was able to impact NCH by developing branded eLearning templates, process and procedures for all eLearning instructional design, as well as mentoring junior ID's on the team.