Learning and Development Advisor

Strategic guidance that enhances your L&D team without adding headcount.

L&D Advisor brainstorming with L&D Leader.

When an L&D Advisor Makes Sense

You already have a capable L&D team in place, but they are content order-takers measuring completions instead of performance consulting partners reporting meaningful business outcomes. You don’t need (or cannot justify) a full-time senior L&D leader. You want practical, experienced guidance to help your L&D and enablement teams deliver better outcomes—without adding another full-time headcount.

You might need an L&D Advisor if:

  • Your L&D team is producing content but struggling to show strategic value
  • Your primary success metrics are based on completions or views rather than meaningful business outcomes
  • You want an experienced outside perspective to pressure-test priorities and roadmaps
  • You don’t have clear, effective, and replicable frameworks in place

What I Do as Your L&D Advisor

I serve as a strategic advisor and thought partner to your L&D, sales enablement, and operations leaders. I apply my ATD Master Performance Consultant certification and the frameworks like my OUTCOME Performance Framework™ that I developed over 25+ years of experience to help you clarify priorities, shape roadmaps, and make better decisions about programs, platforms, and processes, while your internal teams own execution. Instead of taking over your function, I strengthen it, giving your leaders a trusted expert to pressure-test ideas, avoid common pitfalls, and keep efforts aligned to business outcomes.

Typical Focus Areas

While every engagement is tailored to your needs, I typically help leaders:

  • Focus and sequence their L&D and enablement portfolio around a few critical capabilities (for example, sales, service, frontline leadership, or AI enablement).
  • Redesign or tune onboarding, ongoing enablement, and manager support to shorten time-to-proficiency and improve on-the-job performance.
  • Align content, tools, and workflows into a cohesive learning and enablement ecosystem instead of disconnected trainings and assets.
  • Develop your L&D leaders as performance consultants to deliver measurable performance improvement solutions.

Depending on your needs, this may include advising on learning and enablement strategy, measurement plans, content and program design reviews, change and communication plans, and vendor/platform decisions.

How the Engagement Works

Most clients start with a flexible advisory retainer in the range of four to eight hours per month of a mix of standing sessions and on-demand support. In practice, that typically looks like a recurring advisory call (biweekly or monthly), plus asynchronous reviews of plans and targeted working sessions with you and your key leaders. I’ve found that four to eight hours of focused senior-level guidance often delivers more clarity than weeks of internal effort.

What to Expect in the First 90 Days

In the first 30 days, we clarify your most important learning and enablement outcomes, review your current portfolio, and identify where you are over- or under-invested or misaligned. By day 60, you will have a focused set of priorities and a practical 3 to 6-month roadmap for your internal teams to execute. By day 90, you will see visible improvement, including: sharper program focus, better stakeholder alignment, or cleaner measurement plans that make learning and enablement feel more strategic and less reactive.

Every engagement is tailored to your size, goals, and current L&D maturity.

Schedule Your 30-Minute Strategy Call