A Strategic Change Management Framework
The Challenge
In high-growth organizations, the L&D function often becomes a bottleneck. Requests for training flood in without clear prioritization, leading to a "Crazy Busy" environment where urgent tasks drown out important strategy.
Without a structured intake and change management process, training is reactive, inconsistent, and difficult to measure.
Tools & Methods Used
Microsoft SharePoint & Project (Project Management)
Kirkpatrick Model (Inverted Planning Strategy)
SOP-First Development (Content Governance)
30/60/90 Day Impact Analysis
The Solution (Operational Blueprint)
To solve the chaos of constant change, I developed a centralized Change Management & Implementation Framework. This system moves the L&D function from "Order Taker" to "Strategic Partner."
The framework operates on a strict 3-phase cycle
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All requests are prioritized (Red/Yellow/Green).
Once a project is greenlit, I build the Training Plan for stakeholder approval using an Inverted Kirkpatrick Strategy:
Step 1 (Level 4 Results): I define the business goal first (e.g., "Reduce ticket escalation by 20%").
Step 2 (Level 3 Behavior): I identify exactly what behaviors need to change on the job, as well as defining accountability & support metrics.
Step 3 (Level 2 Learning): Only then do I design the training content to support those behaviors.
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We rarely build training content without an approved process. This phase follows the rule: "It all starts with the SOP."
SOP Creation: I draft and validate the Standard Operating Procedure (SOP) & workflows with stakeholders first.
Content Scaling: Once the SOP is approved as the single source of truth, I scale all other materials (E-Learning, PPTs, , DAPs, Job Aids) directly from that document. This ensures 100% alignment between what is documented and what is trained.
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Deployment is not the finish line; it is part of a continuous cycle.
Implementation: I deploy via the approved Training Plan (Live Webinars for alignment + LMS Courses for knowledge tracking, Hands-on Exercises, DAPs, etc.).
Evaluation: I schedule mandatory impact reviews at 30, 60, and 90 days to measure behavioral adoption against our Phase 1 goals.
Lifecycle Maintenance: I systematically update all existing Master SOPs, intranet pages, and legacy training materials to reflect the new change, ensuring our knowledge base never becomes obsolete.
My Standard Solution
Training Plan
The Training Plan presentation is reviewed/approved with stakeholders and is used to align teams on the included changes.
E-Learning Training Update
Multimodal e-learning courses allow for additional & effective training in addition to ILT (blended).
Instructor-Led Presentation
This presentation is the synchronous anchor of the blended program. The webinar is designed for managers (or a Training Team) to review with their teams during their weekly stand-up sessions for any questions/concerns. This can also be placed on the intranet as a resource.