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Original Learning Solutions:
This section showcases learning solutions I personally conceptualized from the ground up. Each project began with identifying a real organizational need and responding with an original framework, model, or concept — not an off-the-shelf solution. The work here reflects my ability to think strategically, create something new, and bring it to life.
Project 1
Project 1
C.O.R.E Training framework
C.O.R.E Training framework
Addressed the critical lack of a training or onboarding framework and undefined business categories.
Conducted a comprehensive gap analysis by cross-comparing exit interviews, SME surveys, stakeholder interviews, and role-specific job descriptions to identify precise KSA gaps.
Conceptualized and introduced the company's first-ever eLearning curriculum, custom in-house content mapped directly to the CORE business categories.
Each course was designed with a blend of learning modalities, including required practical application activities, quizzes, and checklists to guide learners and trainers through the program shift by shift and week by week.
Learner Satisfaction: Maintained an 85%+ satisfaction rate across all field positions throughout the program lifecycle
Operational Infrastructure: Built the business case to standardize learning technology and ensure consistent device access across all store locations
Performance Standardization: Identified non-compliant behaviors among store leadership to ensure all team members completed training hours in alignment with company expectations
Project 2
Project 2
30-60-90 Store Manager Program
30-60-90 Store Manager Program
Identified knowledge and performance gaps by partnering with Regional Directors and District Managers, and surveying recently onboarded Store Managers to compare role expectations with real-world challenges.
Designed a structured 30-60-90 development program that reinforced learning beyond initial onboarding through progressive milestones, coaching resources, and practical application.
Created measurable learning checkpoints with 30-day assessments delivered through Zipline, allowing District Managers to validate knowledge, monitor progress, and identify coaching opportunities.
Developed role-specific performance resources, including learning guides, performance trackers, and coaching tools that established consistent expectations across the first 90 days.
Improved Leadership Readiness: Reinforced on-the-job learning beyond onboarding through progressive development milestones.
Coaching Consistency: Equipped District Managers with a standardized framework for coaching and evaluating new Store Managers.
Performance Visibility: Made learner progress measurable, allowing leaders to identify strengths, opportunities, and coaching needs throughout the first 90 days.
Project 3
Project 3
Custom Mindset Workshop
Custom Mindset Workshop
Conducted a comprehensive gap analysis by comparing company values, leadership expectations, field observations, and Carol Dweck's Mindset research to identify behavioral mindset gaps.
Designed and facilitated a customized leadership workshop that translated growth mindset theory into Rally House's leadership language, coaching expectations, and business culture.
Created interactive coaching experiences using discussion, reflection, real-world scenarios, and facilitated exercises that challenged leaders to recognize and shift default behaviors.
Developed workshop reinforcement strategies, including Monthly Mindset Moments and coaching resources, to sustain learning and leadership application beyond the facilitated session.
Culture Integration: Customized an external leadership theory into Rally House's values, leadership expectations, and coaching philosophy.
Leadership Engagement: Facilitated an interactive workshop that equipped leaders to recognize behavioral patterns and apply growth mindset through coaching conversations.
Sustained Reinforcement: Extended learning beyond the workshop through recurring Monthly Mindset Moments that reinforced leadership behaviors over time.
Project 4
Project 4
The Party People
The Party People
Developed in response to a need identified by Regional Directors and District Managers to address a critical service gap: store teams lacked a consistent method for reading the guest during peak business during the Holiday shopping season.
The Party People, an original classification system of the four most common shopper types, was conceptualized by me and approved by the EOS task force to give teams a relatable, immediately applicable framework for guest engagement.
Each shopper profile was paired with the FAN method (Find, Ask, Now), an original service approach I developed to guide teams through meaningful guest interactions.
The initiative used a progressive rollout strategy, releasing one shopper type per week, each supported by a video, a practical application activity, and a survey sign-off sheet.
Party People The Social Shopper .mp4
Learner Adoption: 95% of Store Managers and District Managers reported the weekly progressive format allowed teams to learn and apply the Party People types effectively
Engagement Design: The relatable shopper profiles paired with easy-to-apply service tips drove consistent floor-level application
Revenue Impact: Gift Card sales increased from 0.05% to 5.5% of total sales through the Holiday season with locations above a 7% as engagement shifted from the register to the sales floor
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