Skip to content
All services
04

Training

Built on learning science, not slide decks.

Last year your team sat through a two-hour webinar on WordPress. The instructor shared their screen, clicked through some menus, said "any questions?" three times, and left. A week later your office manager still emailed you asking how to add a photo to a blog post. That's not a training problem. That's a training design problem.

The difference

Why most training doesn't work.

Most businesses invest in training that doesn't stick. The format is wrong, not the content.

Most training is a single session where someone talks at your team for two hours, shows some slides, answers a few questions, and leaves. Without reinforcement, your team forgets 80% of it within a week. That number is from Hermann Ebbinghaus's forgetting curve research, replicated by Murre and Dros in PLOS ONE (2015). You've seen this. You've probably sat through it yourself.

Your team needs to own these skills, not rent them from a consultant. Training that actually transfers knowledge means your team becomes self-sufficient. That's the whole point.

Most training is a single two-hour session: slides, Q&A, handshake, gone. Without reinforcement, 80% retention loss within one week (Ebbinghaus's forgetting curve, replicated by Murre and Dros, PLOS ONE 2015). The format is the problem. Three sessions, three weeks, real assignments between each one. That's what makes it stick.

What I build is different. It's a guided program. Three sessions over three to four weeks. Between sessions, your team does real work on their own systems. They make mistakes in a context where mistakes are safe. They come back with questions that matter because they tried the thing and got stuck on something specific.

This isn't because I like overcomplicating things. It's because the research is clear: spaced practice, error-based learning, and deliberate application are what make training stick. Everything else is just an expensive meeting.

Session 1: Foundation

Core concepts, live demonstration, first assignment issued.

Week 1 to 2: They practice

Real work on their own systems. Real mistakes. This is where the learning happens.

Session 2: Application

Review what they did, troubleshoot what went wrong, deepen understanding.

Week 2 to 3: Harder tasks

More complex assignments. Building confidence through independent practice.

Session 3: Independence

Final review, edge cases, self-sufficiency check. Your team owns it.

Programs

Two programs.

WordPress & SEO

Every time the website needs a change, your team asks you to do it because they don't know how. This program fixes that. Content management, page editing, basic SEO, image optimization, and site maintenance.

Your team learns to

  • ◆ Edit and publish content confidently
  • ◆ Optimize pages for search without breaking things
  • ◆ Handle routine maintenance
  • ◆ Know when something needs to be escalated

AI Workflows

Your team is either afraid of AI or using it recklessly with no judgment. Both are a problem. This is judgment-first training. When to use AI, when not to, how to evaluate output, and how to build workflows that actually save time without creating new risks.

Your team learns to

  • ◆ Evaluate AI tools for their specific use cases
  • ◆ Build repeatable AI-assisted workflows
  • ◆ Identify when AI output needs human review
  • ◆ Avoid the pitfalls that waste more time than they save

For AI-anxious teams

Not sure if your team is ready?

Some teams aren't anxious about AI because they don't understand it. They're anxious because they half-understand it, and that's worse. For those teams, I start with an AI Readiness Assessment. It maps where your team actually is, identifies the real barriers (usually trust and workflow disruption, not technical skill), and determines whether a full training program is the right next step or if something simpler would serve you better.

A 90-minute interview, a workflow walk-through, and a structured prompt-evaluation exercise. The output: a written assessment that names where the team actually is, what's blocking adoption, and what training (if any) would change the picture.

I figure out where your team actually is with AI before recommending anything. Sometimes the answer is full training. Sometimes it's something simpler. The assessment tells us which.

Assessment

Standalone readiness evaluation. Maps team capability, identifies barriers, recommends path forward.

Guided program

3-session training program. Assessment findings inform the curriculum. Built for your team's actual skill level.

Advisory retainer

Ongoing support after training. Monthly check-ins, new tool evaluations, workflow refinement as your team grows.

Want to train your team?

Let's design a session

Pricing

Training, two ways.

Bundled into your engagement at the top tier, or booked from the menu.

A la carte

  • New Hire Orientation (2-3 hrs) $250
  • SEO Fundamentals (2 hrs) $200
  • WordPress Best Practices (2 hrs) $200
  • Custom Training scoped to your topic $100/hr
  • Training Materials guides, SOPs, checklists included with any session
Book a session

Often bundled

Training is often included as part of broader Web Management or Marketing Consulting engagements. Otherwise, this menu is how it gets booked.

See Web Management See Marketing Strategy

Questions

Things people ask.

What's the difference between a single session and the guided program?
A single session is a one-time training on a specific topic. Useful for onboarding a new hire or covering a narrow skill. The guided program is three sessions over three to four weeks with real assignments in between. The guided format is what actually makes the skills stick. A single session is faster and cheaper, but most of it gets forgotten within a week.
Do you train remotely or on-site?
Remote by default. Screen-shared, recorded, with everyone working on their own systems from wherever they sit. On-site is possible in southern Utah but the format works just as well remotely. Most of my clients are spread across multiple locations anyway.
What team size works best?
Three to eight people is the sweet spot. Small enough that everyone gets attention and can ask questions. Big enough that you're not paying for a one-on-one. Larger teams I'll split into cohorts. Smaller teams work fine too, just talk to me about pricing.
What if my team needs different things at different skill levels?
Tell me up front. I'll design the program around the real range, not a fake average. Sometimes that means splitting into two cohorts. Sometimes it means the more advanced people get harder assignments between sessions. The goal is everyone leaves more capable, not everyone gets the same slides.
Do we keep the materials?
Yes. Reference guides, SOPs, and checklists are included with any session and they're yours to keep. Use them for onboarding the next hire. Update them as your tools change. They're written for your team, not as a generic handout.
How do you measure if the training worked?
The real measure is whether your team stops asking you to do things they should be doing themselves. The third session includes a self-sufficiency check where they walk through real scenarios without coaching. If they can do it, training worked. If they can't, we cover the gap before the program closes.

Ready to upskill your team?

Tell me what your team needs to learn and I'll design the program around them.

Design a session

Before we start

Want to personalize
your experience?

Four questions. Fifteen seconds. The site adapts to you.