Context

Audience
Global people managers across multiple regions, business units, and experience levels.

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Business Need
Managers were expected to lead teams, manage performance, and navigate people processes—but capability, confidence, and consistency varied widely. The organization needed a scalable way to equip managers to perform effectively in their roles without relying on one-off training or constant HR intervention.

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Problem

• Manager capability was inconsistent across teams and regions

• New managers lacked confidence in core people responsibilities

• Existing resources were fragmented and difficult to apply in real work

• HR teams were overextended supporting basic manager questions

 

The challenge was to create a repeatable, scalable learning system that helped managers perform—not just complete training.

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Solution

Manager Bootcamp was designed as a modular, global learning experience that prepares managers to handle real manager moments with clarity and confidence.

The program focused on:

• Practical application over content volume

• Manager-as-coach mindset

• Consistency in how managers show up across the organization

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My Role

I owned this program end-to-end, including:

• Learning strategy and program architecture

• Managing Instructional design and content development

• Video production and script writing 

• Video and on-demand learning experience design

• Stakeholder alignment and leadership partnership

• Launch, iteration, evaluation and continuous improvement

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Instructional Design Approach

Manager Bootcamp was designed as a performance enablement system, not a one-time training event.

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My instructional design approach emphasized:

• Business-first analysis (training was not the default solution).

• Modular design aligned to real manager responsibilities

• Practice-forward learning, grounded in real scenarios

• Blended modalities to support global scale and flexibility

• Iterative design, informed by manager feedback and usage

 

The core question driving design decisions was:

 

“What should a manager do differently tomorrow because of this?” #Behaviorshift

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Learning Experience Structure

The experience was structured to support learning in the flow of work:

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• Short, focused learning modules tied to key manager moments

• Scenario-based videos modeling effective manager behaviors

• Reflection and practice prompts to reinforce application

• Supporting resources for just-in-time reference

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This structure allowed managers to engage with content when they needed it, without disrupting their day-to-day responsibilities.