Leadership Elevated Program
How I applied human performance methodology and behavioral science to transform a fragmented training system into a scalable, blended curriculum for 250+ enterprise leaders.
4.8 / 5.0
Participant Effectiveness Rating
250+
Leaders Upskilled Across Tiers
+30%
LMS Course Completion Boost
-20%
Administrative Overhead Reduced
Project Overview & Executive Impact
Dallas College required a unified, high-performing leadership culture across its consolidated campus network, but existing management training was fragmented and inconsistent. To bridge this gap, I joined the core design team to build and launch "Leaders at all Levels," a tiered, competency-based development program engineered from the ground up.
Rather than relying on generic, out-of-the-box management theory, we designed four targeted learning tracks aligned with actual career maturity stages. Rooted in Situational Leadership and behavioral science principles, the curriculum tackled the daily operational friction points managers faced. The program upskilled over 250 leaders, achieving an extraordinary 4.8/5.0 participant effectiveness rating while lifting employee onboarding satisfaction by 15%.
The Operational Challenge
When an enterprise promotes high-performing individual contributors into management without structured enablement, the result is operational friction, inconsistent policy execution, and elevated turnover. Newly promoted leaders at Dallas College were struggling to navigate complex supervisory workflows without a defined competency roadmap.
Our mandate was clear: build a sustainable, scalable learning ecosystem that actively equips managers to coach, develop, and retain their teams. We needed to replace passive compliance checklists with engaging, performance-based learning that drove measurable behavioral change.
My Role & Technical Execution
As the Learning Experience Designer owning the "Leading Others" track, I led the instructional strategy, competency modeling, and full ADDIE development lifecycle for a cohort of 250+ enterprise managers.
In addition to curriculum architecture, I managed the implementation of our new Learning Management System (Workday Learning). By streamlining web-based training workflows and automating administrative tracking, we boosted course completion rates by 30% and reduced ongoing administrative overhead by 20%.
The ADDIE Methodology & Execution
Rebuilding an enterprise leadership curriculum requires aligning behavioral science with operational reality. Here is how we executed the ADDIE lifecycle.
Deep-Dive Needs Analysis (TNA)
Effective instructional design begins with root-cause analysis. Rather than relying solely on superficial annual survey data, I conducted structured focus groups, individual stakeholder interviews, and performance gap analyses across college divisions. By utilizing Microsoft Visio and information mapping techniques, we isolated the underlying operational bottlenecks and behavioral disconnects hindering management effectiveness.
Competency Modeling & Architecture
Our TNA findings confirmed that a one-size-fits-all training model would fail. Before developing courseware, I collaborated with subject matter experts and senior leadership to establish a definitive, tiered competency model. This framework created clear, measurable behavioral benchmarks for communication, conflict resolution, and performance coaching at every supervisory tier.
Blended, Scenario-Based Curriculum
Enterprise managers cannot afford to spend eight consecutive hours in passive lecture halls. I designed a highly structured blended learning journey: foundational concepts and policy frameworks were delivered via self-paced, interactive web-based training (WBT), while live instructor-led training (ILT) sessions were reserved entirely for collaborative, scenario-based roleplay and peer problem-solving. Every workbook, exercise, and slide was built around immediate on-the-job application.
Gamified Onboarding & LMS Optimization
To overhaul the traditionally dry, slide-heavy new-hire leadership onboarding, I designed an innovative, gamified board game experience. This interactive simulation challenged new leaders to collaboratively navigate institutional history, governance structures, and resource allocation. Coupled with our streamlined LMS workflow optimization, this blended strategy reduced new-hire training time by 25% while driving sustained engagement.