Here are some things that might be of interest concerning my work. There are links here to my current resume, in two formats, some portfolio items (coming soon), and my e-mail.

I have worked in the training, instructional design, performance improvement, process analysis fields for a long time. In doing that, I have been employed by a few companies to work for many clients, both public and private, mostly in the Seattle and Washington, DC areas.

My clients have included some of the biggest names in their industries, and some less well known folks as well. From Microsoft to AT&T Wireless, Boeing to Scandinavian Airlines, SCS/Compute to HomeGrocer.com, the United States Marines to the Social Security Administration, Washington Mutual Bank to Safeco Insurance Company, I have created computer-based, web-based, instructor-led and print-based training to technical and non-technical audiences.

Analysis, design, development, implementation and evaluation. Finding ROI. Recommending technology insertion (or not). Small to auditorium sized groups. Curriculum design. Process improvement. You get the idea.

Caveat about training approaches.

On the Books and References page I refer to many training books and resources. The approach often taken, especially to software or process training, is to survey what the software package can do or what the elements of the process are, with few if any practice activities. The student receives a great deal of information out of context.

My preferred method is to present the very minimum amount of information to get the student oriented, then to start into a practice activity. So, for example, if I teach a graphics software package I allow the student to become familiar enough to get the package loaded, running and ready to go, then jump into the shallow end with a small activity. I try to build on this activity as long as possible to allow the student to keep oriented and to see how the software builds upon itself. Most kinds of training can work this way.

Eventually my portfolio pages will point to examples of my preferred training methods. Of course, there are times when I must develop as the client desires. After all, the consultant's motto is, "What I think is worth 5%, what the client thinks is worth 95%." But then...

Last updated December 22, 2005