Case study
Mentoring in learning design
What changes when methodological know-how stops sitting with one person. A write-up of eight months of mentoring at Zvol si info, with results and with the limits of the evidence. The programme is built to measure every time, for a whole team or for one person, and it keeps running.
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In short
- 8 months covered by this evaluation
- 4 members of the workshop team
- 11 methodological topics
- 6 shifts the team named itself
Who it is for
- Organisations whose training quality depends on one or two people.
- Individuals who design courses and want to do it methodically rather than by instinct.
- Anyone deciding between hiring an expert and growing one inside the team.
What is inside
- How I built it: needs first, never a ready-made syllabus.
- Two parallel tracks, methodology and confidence, and all eleven topics.
- The loop between mentoring and practice, and why one without the other starts to grind.
- Six shifts the team named itself, quoted from individual reflections.
- How I measured the impact and where qualitative evidence reaches its limits.
What you can book
Always built to measure. I start by finding out where you are and what you need, then choose the format and the pace.
Long-term mentoring
For a team or for one person. Strongest where you want the skill to settle for good. It runs in a loop between mentoring and practice: between sessions you try things out and bring them back.
Shorter consultation on a programme
You bring a workshop or course you are designing and we go through it from the objectives down. Right when you need a second pair of eyes on something already in progress.
Where to go next
Mentoring is the lowest threshold of working together. If you are weighing it up, write to me and we will start with one call.