Explore customized solutions that help develop people engagement & development to meet emerging challenges in our remote and onsite work world.


Problem: How do we develop managerial skills in a sustainable, developmental and powerful way for busy healthcare professionals?

Mastermind Learning Outcomes:
  • Increase new operational management skills and behaviours.
  • Create a forum for interdepartmental communication and problem solving.   
  • Build a forum to collect and share best practices.    
  • Respond to a stated developmental goal of managers.
  • Have fun learning new skills. 

Solution:  This was a great project to be involved in.  First, we performed an intake of our clients managerial learning needs.  From there we designed a program that integrated experiential learning, powerful facilitation techniques, and cutting edge research into a program that fit into multiple bite sized pieces.

A core group of managers were invited to regular meetings aligned with "longer lunches."  Tyler joined them to deliver the structured components and manage the subsequent learning interactions.  

Benefits that the mangers realized included: a management forum to discuss timely business issues, a linked peer-to-peer network of like minded professionals, cross pollination of ideas/actions across work teams, understanding of staff potential and management styles that work, and new ideas to reach and engage employees - to name a few.      

This program also included access to our powerful online learning suite and team engagement tools.  Managers have 24/7 access to e-learning and engagement tools to help put the things they learn at lunch into practice immediately at work.  


Problem:  How do we level-up our remote course's student engagement as we support 40 000+ professional learners?

Mastermind Learning Outcomes:
  • Assess current remote learning practices and make recommendations. 
  • Build and deliver remote learning strategies and tools that can be used by course instructors. 
  • Coach and train-the-trainers to actively implement remote engagement tools. 
  • Provide ongoing support to trainers for twelve months.

Solution:  We started at the beginning of the student experience and examined how their courses were listed, pre-course communications, tech set-up, and more. From there we took the time to sit in and audit several courses, with different instructors. We examined their existing strategy including their LMS, teaching tools, slide decks, handouts, activities, etc. Further, we conducted two separate focus groups and online surveys, one for instructors and the other for learners.

Once we completed the discovery phase we prepared a report for their management team to review. I was jam packed with our findings and remote engagement recommendations. We hosted a meeting to discuss next steps and prepared a road map to accomplish the agreed to path.

Throughout the next year we developed remote engagement learning tools and activities, consulted on the course listings and communications with students, conducted train-the-trainer sessions with instructors, offered a coaching line, provided asynchronous courses for the instructors to sharpen their saws, and more. 


Problem:  How do we include every employee in defining a customer first culture in a manufacturing plant without a full shut down?

Customer First Learning Outcomes:
  • Design a program that enables all 3500 manufacturing employees to add their voice to the customer first culture definition, without any delay to the factory.
  • Build a train-the-trainer program that can be replicated in other branded factories globally.
  • Develop front line managers and team leads as program leaders and instructors.
  • Design the program to speak to a diverse set of learners.
  • Create a lasting impact and installation of the learning objectives inside the factory.
  • Complete the entire program design, delivery and evaluation in 90 days.

Solution:  Conduct a deep dive into the current global training approach for the branded company.  Spend time with managers and floor influencers to understand the current culture and what metrics could be used to inspire change.  Perform a literature study and interview experts in the field to inform key performance design components.

Create a design template that speaks to a multi-domain approach to learning, with a heavy lean towards kinesthetic, visual and interpersonal intelligences.  Vet the program with management to ensure that it speaks to the corporate constraints and their site specific learning needs.

Invite front line mangers and team leads into a train-the-trainer day and get them up to speed on the program and how to deliver it... when for some this is the first time they have ever trained.

Deliver the same program over two separate days.  Then, evaluate and install the deliverables in the factory and reinforce the learning.

All in 90 days.


Problem:   How do we engage our front line managers in a program that will encourage retention and skill development of our top 10%?

Mastermind Learning Outcomes:
  • Increase supervisory management & leadership skills and behaviours. 
  • Create a forum of structured mentoring that effectively transfers  .   
  • Build a learning tool based on national standards.   
  • Create a program that promotes retention and engagement of staff.   
  • Have fun learning new skills. 

Solution:  Through a careful study of industry standards and practices a structured mentoring program was designed. The program targets the busy mentor, with sessions that are completed “in the time it takes to drink a cup of coffee.”      

A comprehensive list of sessions (52 in total) were created with specific educational outcomes, performance measures, learning tools, handouts, and more.

Sessions included both hard and soft skills, from push/pull techniques and performance management to conflict communication strategies and team building.    

Following the design Tyler provided an intensive train-the-trainer program for the mentors and follow-up coaching as they implemented the program.  Further, we developed an online e-learning tool to help support the mentors and mentees.  


Problem:   How do we share boring information on cyber security to our global team in a fun, effective and efficient way?

Mastermind Learning Outcomes:
  • Deliver learning videos that promote good cyber hygiene.
  • Establish tools that can be used as part of regular training that add levity and content to training programs.
  • Create a different, and less serious tone, towards the delivery of the serious subject of cyber security. 
  • Use humour to increase learner engagement through online video tools. 

Solution:  We started by conducting in-depth interviews with project managers and leaders.  Following that we received and studied the businesses current approach, and collateral related to cyber security.  Then, with the client established a set of 6 video topics and measurable learning outcomes for each video.

After the intake of the program our team went to work writing content rich videos that were engaging and humorous.  Once the content was written, we shared the draft scripts for comment by the clients team.  We then made adjustments based on their feedback and resubmitted the scripts for final approval.

Next, we set to work securing the videography team, locations, post production, props, sets, and all the movie magic needed to make these low budget videos feel like Hollywood hits.  

We spent several days shooting and performing post production magic.  We were then able to share with a red carpet launch the videos for the client.  Once the videos were approved, we swept up the popcorn that was in the isles of the theatre and called Steven Spielberg to see if he needed a hand.