Sean.

Part of the team behind an award-winning advocacy programme that drove 220% engagement across a large, distributed workforce. That project shaped how I think about digital learning now: motivation architecture first, content second.

Ask me about: branching scenarios, micro-learning loops, and how to make compliance training that people actually finish.

Applied behaviour-first design across leadership programmes, sales capability, and onboarding — in FMCG, tech, and professional services. The target is always the same: observable behaviour change on a Tuesday afternoon, not completion stats.

Ask me about: behaviour-first design, cognitive load, and why most learning objectives are doing nothing for you.

The advocacy programme I helped build was as much a gamification system as a learning product — points, progress tracking, narrative framing, fortnightly micro-challenges. That same motivation architecture goes into everything I design.

Ask me about: intrinsic vs extrinsic motivation, and why most gamification is just a leaderboard with extra steps.

Built measurement frameworks using xAPI and Kirkpatrick L1–L4 across several programmes. The hard part is never the technology — it's getting stakeholders to agree on what behaviour change actually looks like before anyone builds anything.

Ask me about: smile sheets vs. behaviour change, and what to measure when nobody will give you budget for a control group.

Experience design thinking shaped the advocacy programme from the first touchpoint to the last — every moment in the user journey considered, the narrative arc mapped before a single asset was built. I apply the same lens to learning programmes.

Ask me about: peak-end design, designing for the moment after the moment, and the small rituals that make a programme feel like somewhere.

Run 100+ workshops, hybrid and in-person, from small team sessions to conference audiences of 300+ — across retail, FMCG, and professional services. The brief is always the same: leave people with something they can actually use.

Ask me about: how to handle the loudest voice in the room, and why 80% of facilitation is the agenda you wrote two weeks earlier.

80+ sessions as a Dungeon Master, running long-form campaigns for groups of 4–8. Piloted this as a professional learning tool — the methodology is grounded in how people actually learn: agency, narrative, low-stakes failure, peer feedback. Not a gimmick.

Ask me about: how to use TTRPGs for serious learning without it feeling like a team-building exercise, and building rule-light systems for groups who've never picked up a die.

The best brief I've ever worked with was 'we can't pull people off the floor.' That constraint produced a more creative solution than any open brief ever has. I've learned to treat constraints as the material — not the obstacle.

Ask me about: when to break the brief, and how to find the second-best constraint that unlocks the actual solution.