Fractional Learning & Development

The solution to disengagement and stalled performance.

Your people aren’t failing. Your support structures are.

Underperformance is rarely about bad people. Most employees want to do good work. More often, the systems that set individuals and teams up for success are missing. Disengagement creeps in when leaders avoid difficult conversations, when training is treated as a formality, and when people are left without the tools to think critically in the moment.

Fractional Learning & Development solves that problem. Acting as your part-time L&D partner, I identify where disengagement occurs, design strategies that align people development with business goals, and develop programs that equip teams to perform effectively. Grounded in adult learning principles, I work alongside my curriculum designers to evaluate what is truly needed and to determine whether the issue is with people, process, or structure. This is not culture work for culture’s sake. It is organizational performance work that keeps profits from leaking out the back door.

Together we A.D.A.P.T.

To meet people where they are, I’ve created a simple, powerful process for fixing disengagement and building systems that last:

  • Assess gaps in performance, leadership, and training

  • Design strategies that connect people development to business goals

  • Activate programs through facilitation, immersives, or coaching frameworks

  • Partner with managers and HR to embed accountability and scale impact

  • Track results to measure performance, engagement, and retention

Disengagement Tax Calculator

Estimate how much profit you are leaking due to disengagement in under 2 minutes.

What This Can Look Like In Your Organization

  • Building customized sales methodologies for your business, or partnering with Impact Sales Systems to implement a proven framework that secures revenue that lasts.

  • Building delegation systems, accountability frameworks, and reducing single points of failure so leaders stop firefighting and start scaling.

  • Creating space for departments that typically avoid or misunderstand each other to work through real tensions in real time. These trainings surface the hard conversations, reset communication patterns, and build shared accountability so sales, operations, and production teams can move from conflict to collaboration.

  • Equipping people with practical tools to navigate hard conversations, adapt to change, and strengthen resilience. These programs draw on positive psychology principles including positivity, engagement, achievement, relationships, meaning, and vitality so individuals and teams can perform with clarity and stay energized in the face of pressure.