Business Performance Labs

One purpose. Three levels of performance.

Onboarding is more useful when it prepares someone to do the work. Orbit focuses on a bounded procedure. First / 30 adds people, capacity, and competing obligations. Revenue / Evidence adds uncertainty about the problem, fit, and buying process.

The shared design question is the same: what should the learner do next, what evidence would make that decision defensible, and which practice will prepare them?

Use the same alignment discipline, with different support.

Backward design connects each target performance to evidence and practice. An ADDIE planning lens organizes the proposed need, objectives, instruction, and evaluation. Iterative prototyping brings wording, feedback, and interface behavior into the same review.

Orbit uses explicit scaffolding and fading within a workflow. The business cases make expert reasoning visible through scenario feedback, then remove the case-file support for an unfamiliar transfer task. A common process supports different instructional treatments; it does not require identical activities.

Let feedback change the next attempt.

Corrective feedback identifies the missed criterion while preserving the learner’s work. First submissions remain available after revision. The longer simulations add targeted rehearsal without rewriting the original decision record; written transfer plans use self-review and an annotated model rather than an automated quality score.

Measure the skill each activity actually teaches.

A completed handoff can be checked against field-level criteria. Management and sales judgment need a richer assessment: an unfamiliar case, an explanation, and a calibrated reviewer’s rubric. The written response provides a bridge to that assessment, not proof that it has occurred.

Proposed evaluation includes comparable tasks before and after instruction, delayed application, and an observed task in the intended workplace or product. Help use and correction patterns inform refinement. Revenue, productivity, and delivery indicators would require context and appropriate comparisons before attributing a change to training.

Original concepts using fictional contexts. Functional checks establish interaction behavior. No learner efficacy, commercial-product proficiency, revenue lift, or organizational impact is claimed.

My contribution.

Performance framing, learning sequence, original cases and product boundaries, practice and assessment logic, feedback, remediation, visual direction, and iteration, with AI-assisted implementation. Each module retains its own visual identity so the instructional context leads the experience.