Curriculum Design · Blended Learning
A 6-week blended learning curriculum for mid-level managers, built to develop adaptive leadership skills through structured instruction, real-world application, and peer-driven reflection.
Mid-level managers are often promoted for individual performance, not leadership readiness. The challenge was to close that gap — not with lectures about leadership theory, but with structured practice in the moments that matter most: difficult conversations, team breakdowns, ambiguous decisions, and cross-functional influence.
I designed this program to move participants from awareness to application, using a consistent cycle of instruction, scenario practice, real-world transfer, and group reflection.
Week One
Participants examine the shift from individual contributor to leader. They map their personal leadership style, identify default patterns under pressure, and articulate a clear leadership intention for the program.
Week Two
Focuses on the mechanics of influence without authority. Learners practice structured feedback conversations, stakeholder framing, and active listening using a scenario-based case with a fictional team conflict.
Week Three
Explores team dynamics using Tuckman's stages as a framework for diagnosis. Participants map their own team, identify friction points, and design a short intervention to move through a stuck stage.
Week Four
Learners work through high-stakes decision scenarios with incomplete information — simulating real manager conditions. Emphasis is on structured frameworks (WRAP, pre-mortem) over instinct alone.
Week Five
Covers the human side of change — resistance, loss, and trust repair. Participants draft a change communication plan for a real initiative they are currently managing or anticipating.
Week Six
Participants synthesize learning into a 90-day leadership action plan and present it to the cohort. Peer coaching pairs are established for post-program accountability.
Each live session includes a detailed facilitation guide with time stamps, discussion anchors, and facilitator notes — built to support both new and experienced facilitators running the program.
Every week includes a transfer activity that asks learners to apply a specific skill in their real work context within 48 hours — closing the gap between training and performance.
Miro canvases and Zoom breakouts create consistent space for peer exchange. Cohort learning reduces isolation and accelerates insight through shared experience and cross-functional perspective.
Every instructional segment is tied to a decision, a reflection prompt, or an application task. Learners do not just consume — they produce.
Transfer activities use participants' actual teams and live projects — not hypothetical simulations — so application is immediate and measurable.
Google Docs, Miro, and Zoom were chosen deliberately — tools the organization already had, so no tech friction blocked learning.
Each week's opening revisits and builds on the prior week's transfer activity, reinforcing key concepts without redundant re-teaching.
I design blended learning programs, facilitation guides, and transfer frameworks for teams and organizations.