Methodology
Your team went through the training.
So why isn't anything different?
Most technology training fails for the same two reasons: it doesn't meet people where they are, and it stops before real skill is built. Every engagement I design is built around fixing both of those things.
Where is your team
with AI — right now?
Before any training happens, we need an honest answer to this question. The SAMR framework — originally developed for technology integration in education — maps four distinct levels of adoption. Most businesses are stuck at level one or two without knowing it.
“Buying the tool is not the same as adopting it. Adopting it is not the same as being transformed by it. SAMR shows you the difference.”
The honest truth: Most vendor-led AI training assumes everyone starts at level three. They don't. Starting in the wrong place is why adoption stalls. The first thing we do together is figure out where you actually are.
Adults don't learn
the way kids do.
This is the part most technology training ignores completely. Adults come to training with experience, opinions, and a very specific question on their mind: why does this matter to me right now?
Andragogy — Malcolm Knowles' theory of adult learning — says that adults engage when training connects to a real problem they're already trying to solve. Not a hypothetical. Not a demo. Their actual work. That principle shapes every session I design.
Prior Experience
Adults already know things. Build on what they know.
We start with your team's existing workflows — not a blank slate tutorial.
Immediate Relevance
Adults need a reason to engage — right now, not someday.
Every exercise uses real tasks from their actual job, not hypothetical scenarios.
Problem-Centered
Adults learn best when solving a real problem, not absorbing information.
Training is built around solving specific friction points your team already experiences.
Self-Direction
Adults want to choose how they apply what they learn.
Sessions teach principles and frameworks — not rigid step-by-step scripts.
What this means in practice: Before I build any training, I map your team's actual workflows. Every example, every exercise, every prompt we practice is built from your real work — not generic demos that nobody can connect to their job.
Knowing a tool exists
is not the same as
being able to use it.
Most technology training gets people to level two or three — they know the tool exists and can follow a demo. Then it stops. Real productivity doesn't start until level three or four. Real transformation happens at five and six.
Bloom's Taxonomy gives us a map for measuring how deep skill actually goes — and designing training that builds toward the levels where real business value shows up.
Create
Builds their own workflow from scratch
Evaluate
Judges quality and knows when to push back
Analyze
Spots errors and understands why
Apply
Uses the tool independently on real tasks
Understand
Grasps what the tool does and why
Remember
Knows the tool exists
The gap most training creates: Your team attends a session, follows along, and leaves knowing the tool exists. That's level one and two. The real question is whether they can use it independently, judge its output, and build their own workflows around it. That's what we design toward.
Where are you now?
SAMR tells us your team's current adoption level — honestly. This determines where training needs to start, not where you wish it could start.
SAMR Framework
Why will your team engage?
Andragogy shapes how training is designed — built around real problems, real workflows, and real tasks your team already cares about solving.
Andragogy — Knowles
How deep does the skill go?
Bloom's Taxonomy measures whether training produced awareness or real capability. We design toward application, analysis, and creation — not just recall.
Bloom's Taxonomy
This is the framework behind every engagement. Not a template — a diagnosis.
Every organization starts somewhere different. The work begins by figuring out exactly where that is.
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