About
Bio
I’m a bilingual Human Performance Consultant working in learning & development and organizational development, with I-O Psychology (UCV) and a Master’s degree (M2) in Work Psychology & Ergonomics, Université Paris X Nanterre — the human-factors discipline behind how I study work. Over nearly 20 years, I’ve built training programs, competency maps, and process documentation inside industrial operations of 1,000+ employees — including oil & gas, food & beverage, glass manufacturing, and meat processing.
My approach applies three established frameworks: ADDIE for instructional design, Kirkpatrick for evaluating whether training changes behavior, and ADKAR for the adoption side of change. I don’t just write down what a procedure should be — I observe how the work happens in practice, design around real cognitive load and error points, and train the team so the change sticks, rather than getting filed away.
Coach and speaker background
Before this became a SOP and training practice, I built and delivered mental performance coaching and public speaking — keynotes and workshops on performance under pressure, originally developed for athletes and later delivered to business teams and event audiences. I’m an ICF-trained coach, and I was a Toastmasters member from 2012 to 2024, where I practiced public speaking. That background is what shapes how I run interviews, training sessions, and talks now — asking better questions, not just handing over documents or slides.
I work in English and Spanish and am currently based in South Florida, working remotely with clients across the US.
Approach
Every engagement follows the same four-step method described on the Home page: Observe, Design, Train, Verify. The order matters — procedures get written after watching the work, not before, and training happens before I consider a project finished.
Sectors
My hands-on experience is in large industrial operations, where an ignored procedure costs real money and sometimes people’s safety. That’s a hard school for learning what makes a procedure survive a real shift — and the lessons transfer directly to a 20-person field-services company or a two-location café: fewer steps, the risky steps flagged, and training before the document is considered “done.”
Languages
All deliverables — SOPs, job aids, training materials, and talks — can be produced in English, Spanish, or both. Localization means adapting terms and context for the team that will use the document, not a word-for-word translation.
Who I work with
Owners and operations managers at US businesses with 11–200 employees, usually triggered by fast hiring, opening a second location, being the bottleneck in the business, repeated quality errors, an upcoming audit, or preparing to franchise or sell. Also welcome: HR or L&D leads at mid-size companies looking for a freelance instructional designer for a defined project, team leaders who want their people trained to perform under pressure, and event organizers looking for a practical keynote or workshop — plus Spanish-speaking or bilingual businesses in the US or Latin America that need bilingual SOPs, training, or talks.
Who this isn’t for
This isn’t a fit for open-ended retainer work, unscoped hourly consulting, or projects with no one available to walk through how the task is done. If your team doesn’t have 10–15 hours to spend on interviews, reviews, and training sessions, the engagement won’t produce something people use.