Projects
Every project on this page started with a question.
What does this learner actually need? What does success really look like here? How do we design something that works in the real world, not just in theory?
These case studies span nonprofit workforce development, tech, financial services, and global pharmaceutical, but the thread running through all of them is the same. Learning that is grounded in science, driven by empathy, and built to create real change.
This is what it looks like when curiosity meets design.
Case study 1
Hope Builders | 2015–2017
Nonprofit Workforce Development
The Scope
Redesigned and facilitated an employment readiness and career education curriculum serving thousands of young adults across six simultaneous cohorts and three locations in Orange County, including learners who were unemployed, underemployed, formerly incarcerated, or facing significant barriers to employment.
The Challenge
The existing curriculum was heavy on lecture, light on engagement. Dense PowerPoint slides, minimal visuals, and an approach that asked learners to absorb information rather than experience it. For a population that had often been failed by traditional education, that wasn’t going to work.
What Was Built
A fully redesigned, experiential curriculum grounded in constructivist learning theory and gamification. Dry content became interactive. Passive slides became activities. The interview preparation unit became The Ultimate Interviewer, inspired by The Ultimate Fighter, turning a high-anxiety skill into a competitive, confidence-building experience. Resume building became a hands-on construction challenge using cardboard and velcro.
The Result
95% job placement within 90 days of program completion. Formerly incarcerated learners who completed the program didn’t return to prison. And learners kept coming back, not because they had to, but because they wanted to. That last part isn’t a metric. It’s the whole point.
Travis Credit Union | 2021–2022
Competency Mapping & Leadership Development
Case study 2
The Scope
Led a competency mapping initiative across seven job families, four branch roles and three call center roles, from individual contributor to manager level, as one of four certified DDI Card Sort Analysts in the organization.
The Challenge
Without clearly defined success profiles, learning, hiring, and performance management were all operating from different assumptions about what good looked like. The goal was to create a shared, evidence-based language for success across the organization.
What Was Built
Facilitated card sort sessions with approximately ten participants per job family to identify the core competencies tied to success in each role. Findings were translated into success profiles that HR then mapped directly to learning pathways and performance management inside the LMS, creating alignment between how people were hired, developed, and evaluated.
The Approach
When COVID scheduling made in-person sessions impossible, a virtual card sort tool was developed and built in Articulate Storyline to keep the project on track and on deadline.
The Result
Seven job families. Full success profile coverage from entry level to management. A performance and development ecosystem built on a foundation of clarity, transparency, and equity.
“Britt is a talented, knowledgeable, and driven L&D Executive. Leveraging her advanced design skills and professional facilitation, she led out Success Profile project laying the groundwork for transforming our Talent Development function into a best-in-class organization.”
— Tom Henry, AVP Learning and Development at Travis Credit Union, directly managed Britt
Case study 3
Tonal | 2022–2023
Onboarding for Retention
The Scope
Redesigned the employee onboarding experience for retail and inside sales teams and updated a comprehensive sales training program, while simultaneously stepping into an interim L&D leadership role following multiple rounds of workforce reduction.
The Challenge
The original onboarding was three intensive days, information-dense, front-loaded, and designed for coverage rather than retention. Meanwhile, the sales team needed training infrastructure that didn’t yet exist, and the L&D team was shrinking while the work kept growing.
What Was Built
A two-week onboarding experience built around spaced learning, neuroscience-backed retention strategies, and habit loop design, with a structured 30/60/90-day framework to support performance beyond day one. Alongside onboarding, a full retail sales training program was developed for the country-wide retail teams, supported by eLearning modules built in Articulate Storyline.
The Approach
Every design decision was grounded in how people actually learn, not how organizations prefer to train. Spacing. Repetition. Habit formation. Application before assessment. The goal wasn’t completion. It was confidence.
The Result
A complete learning infrastructure built lean, under pressure, and designed to outlast the conditions it was created in.
“Britt is a true L&D aficionado and loves to educate and share her knowledge as well as continue to grow that knowledge through self-growth. Her work is immaculate, strategic, well-designed and always ties back to measurable objectives and behaviors.”
— Kirstin Sheehy, Global Head of Learning and Development, directly managed Britt at Tonal
Global Company | 2023–Present
Confidential Client
Case study 4
The Scope
A multi-year engagement designing a full leadership development curriculum across three progressive programs, Foundations, Strategic Engagement, and Mastery, reaching learners across global markets and therapeutic areas.
What Was Built
• 25 learning modules across three programs
• Instructor-led training (3-day program)
• Participant workbooks, post-activity handouts, and accountability partner guides
• End-to-end curriculum architecture from foundational skills through mastery-level application
The Challenge
Designing learning that works across cultural contexts, languages, and business functions inside a highly regulated global organization requires more than good content. It requires precision, consistency, and deep collaboration with stakeholders.
The Result
A continuing partnership now in its third year.
“We’re designing the hottest commodity in the company. Love this. Brilliant. The way we tied that together is genius.”
— Global Director Training Excellence and Scientific Integration, client for three years