I build learning that changes behavior, not just click-through rates — and I design every piece of it myself, from the systems model to the last illustration.
The old training taught lifting technique and hoped. Injuries didn't move. So I stopped treating it as a knowledge gap and mapped the behavior as a system — where the decision actually happens, and what pushes against it.
Killed the 40-min module. The failure wasn't knowledge — it was the rush before a lift.
A 4-second visual cue at the point of work, designed to interrupt autopilot — not a course.
Incidents down 38% at 90 days — and still down when I checked at six months.
↑ Placeholders — replace with your real Illustrator / Photoshop work. This band is the single most important thing to swap in.
I model the behavior before I build the lesson. The course is the last step, not the first.
Illustration, UI, motion, identity — designed in-house, not outsourced or templated.
I published a memoir. Words are a craft I take seriously — and it's why the learning lands.
Amber doesn't hand you a course. She hands you a change in how people behave — and she can prove it moved.
Director of L&D, [Company]