Your workforce won't perform in what's coming next by completing a course.

They'll perform because someone built the capability infrastructure around the change.

 

Most Learning & Development (L&D) consultants start with a solution. 

I start with a diagnosis.

 

I don't start with a course. I start with a business problem.

Iris Caldwell, M.Sc.HRD. Independent L&D and OCM consultant with 15 years across energy, oil and gas, and industrial sectors. I specialize in workforce capability for organizations navigating system implementations, operational transformation, and AI adoption. Fractional engagements and advisory available.

How I Work

DIAGNOSE

Before any solution is designed, I identify the actual root cause. Is this a knowledge gap, a process flaw, a tool problem, or a manager behavior issue? Six Sigma DMAIC gives me the discipline to find out. Training only solves one of those.

The diagnosis determines which response is right.

DESIGN

Every program is designed around how working adults actually learn, not how compliance dashboards track completions. Malcolm Knowles’ andragogy principles ensure the design respects the learner’s experience, motivation, and need for relevance. The result is learning that transfers to the job, not just learning that gets completed.

DELIVER

ADDIE provides the repeatable development discipline that keeps complex programs on track across multiple stakeholders and timelines. Kirkpatrick Levels 3 and 4 measurement closes the loop, connecting learning outcomes to on-the-job behavior and business results. Clients get evidence, not assumptions.