Portfolio

Mandy Wiemer

Learning that moves the needle.

I design training that closes real performance gaps, from needs assessment through launch. I partner with leaders and SMEs to build programs people use, and that show up in the numbers.

View my work

Instructional Designer L&D Specialist

Omaha, Nebraska.
Open to remote and hybrid work.

About

I've spent 10+ years in learning and development across consulting, insurance, architecture, and ESL. I start with the problem, not the course: talking to leaders, reviewing real work, and finding the actions that matter most. Then I build training around them and measure whether it worked. Outside of work, I teach yoga, care for 45+ plants, and hunt thrift stores and music festivals.

10+

years in learning and development

30%

reduction in task errors

20%

increase in billable hours

Instructional design

Scenario-based eLearning, storyboards, and assessments built in Storyline and Rise.

Training strategy

Needs analysis, competency frameworks, and measurement using the Kirkpatrick Model.

Facilitation

Virtual workshops, in-person bootcamps, and cohort-based leadership programs.

Some of the tools I work with

Articulate Storyline
Articulate Rise
Adobe Captivate
Camtasia
Vyond
Power BI
Canvas
Docebo
Cornerstone

My work

Accelerator Program

Blended learning

Managed design and development of a competency-based onboarding program preparing new consultants for their first client engagements.

Engagement Lead Fundamentals

eLearning

Collaborated with SMEs to design scenario-based training enabling participants to practice real-world situations and receive immediate, actionable feedback.

Case Manager Email Etiquette

eLearning

A rapidly developed eLearning module helping Case Managers write clear, professional emails after the role expanded to include direct client and advisor communication.

Technical Bootcamp

In-person training

A three-day intensive in-person bootcamp designed to build consistent technical knowledge and leadership readiness across new Solution Architects before deployment.

Engagement Lead Workshops

Virtual instructor-led training

A recurring series of virtual instructor-led workshops designed to build consistent skills and processes across engagement leads at all experience levels.

Emerging Leaders Training Program

Virtual instructor-led training

A cohort-based virtual leadership development program built from the ground up to give high-potential employees a clear path to leadership.

← All work

Accelerator Program

Blended learning

Managed design and development of a competency-based onboarding program preparing new consultants for their first client engagements.

Results

20% increase in billable hours

15% reduction in attrition

Explore module

The challenge

New consultants were entering their roles without a consistent baseline, making it difficult to staff them on client engagements with confidence. Leadership needed a scalable way to bring everyone to the same level of readiness fast.

My approach

I managed the full design process, partnering with SMEs to build a competency framework, then designing a blended program that combined self-paced eLearning with live cohort sessions to build both knowledge and peer relationships before day one on a project.

What we built

A structured blended program with self-paced modules for foundational knowledge and live sessions for application and discussion. Each element was tied back to the core competencies consultants needed to deliver successfully on their first engagement.

Outcome

The program drove a 20% increase in billable hours and a 15% reduction in attrition, two of the most direct measures of consultant readiness and retention the business tracks.

← All work

Engagement Lead Fundamentals

eLearning

Collaborated with SMEs to design scenario-based training enabling participants to practice real-world situations and receive immediate, actionable feedback.

Result

30% reduction in task errors

Explore module

The challenge

Business leaders came to Learning and Development with a clear goal: standardize the training for Engagement Leads and create a consistent onboarding experience. New Engagement Leads were starting their roles without a shared foundation, making it difficult to set expectations or deliver projects consistently.

My approach

I started with a comprehensive needs analysis using MS Forms, which surfaced a significant gap in understanding the core responsibilities of the Engagement Lead role. From there, I used Action Mapping in collaboration with Subject Matter Experts to identify the essential actions Engagement Leads must take to deliver successful projects. Those key actions became the foundation for every activity and scenario in the training.

What we built

The program puts new Engagement Leads in the driver seat, making real-world decisions within a safe, simulated environment where they receive immediate, actionable feedback. I chose Articulate Storyline as the development tool specifically so the training could be delivered consistently on an ongoing basis, creating a reusable eLearning experience that works for both learners and the organization over time.

Outcome

The program gave new Engagement Leads a clear understanding of their role expectations while building the confidence they need to perform from day one. Participants reported feeling better equipped to handle real project situations, supported by a 30% reduction in task errors following training.

← All work

Case Manager Email Etiquette

eLearning

A rapidly developed eLearning module helping Case Managers write clear, professional emails after the role expanded to include direct client and advisor communication.

Result

100% of Case Managers completed the training within 1 week

Explore module

The challenge

Case Managers' roles expanded to include more customer service responsibility, including answering emails from clients and financial professionals. That shift brought a wave of miscommunication: emails going unanswered, questions left unaddressed, or responses that came across as unprofessional.

My approach

I worked with leadership to pinpoint where Case Managers were struggling most. Reviewing actual emails surfaced three recurring issues: not fully answering clients' questions, inconsistent professional tone, and a lack of proactive communication. Because the training needed to launch fast and stay short enough for Case Managers to complete without pulling them off client work for long, I built it in Articulate Rise to get it out quickly.

What we built

The module addresses the biggest email etiquette gaps we found, using real examples and letting Case Managers practice responding to realistic scenarios.

Outcome

100% of Case Managers completed the training within a week. Over the following six months, we tracked customer satisfaction and escalated emails and saw a significant reduction in escalations. Case Managers also reported feeling more confident in how they responded to client emails.

← All work

Technical Bootcamp

In-person training

A three-day intensive in-person bootcamp designed to build consistent technical knowledge and leadership readiness across new Solution Architects before deployment.

Result

40% increase in self-reported leadership confidence

View participant guide

The challenge

New Solution Architects were coming into their roles with inconsistent levels of technical knowledge. Leadership was noticing the gaps, and it was creating real challenges for teams. Without a shared baseline, it was hard to set expectations or get new hires contributing confidently from the start.

My approach

I started by meeting with organizational leaders to pinpoint exactly what gaps they were seeing in new Solution Architects. I also spoke with technical talent at different levels to understand what they actually wanted from a bootcamp. Those conversations directly shaped the program content, making sure it was practical, relevant, and worth three days of everyone's time. Participants also complete electronic pre-work before arriving, so we could hit the ground running from day one.

What we built

Over three days, attendees move through a mix of discussions, hands-on activities, and lectures led by technical experts and L&D staff. Each participant receives a notebook at the start of the week that serves as a guide throughout the sessions, with space for notes and reflection questions to help them track their own growth. The bootcamp wraps up with a final team activity where participants apply their new skills to solve a realistic scenario and present their solution to company leadership.

Outcome

The bootcamp drove a 40% increase in self-reported leadership confidence. More than a technical training, it was designed to empower participants to step into their roles as technical leaders, ready to support and inspire their teams from day one.

← All work

Engagement Lead Workshops

Virtual instructor-led training

A recurring series of virtual instructor-led workshops designed to build consistent skills and processes across engagement leads at all experience levels.

View session overview

The challenge

Engagement leads across the organization were operating without a consistent set of skills or processes, leading to uneven client experiences and performance gaps that were difficult to diagnose or address at scale.

My approach

I partnered with subject matter experts to identify the core competencies engagement leads needed to succeed. From there, I designed a recurring monthly workshop series, each session building on the last so participants could develop skills progressively rather than in a one-and-done training event.

What we built

Each workshop combined structured group discussion and debrief with role-play scenarios and breakout room activities, giving participants space to practice real situations with peers and receive immediate feedback in a low-stakes environment.

Outcome

The recurring format created a consistent feedback loop and shared language across the engagement lead community. Participants reported feeling more confident and better equipped in their roles, and the series established a repeatable structure that could scale as the team grew.

← All work

Emerging Leaders Training Program

Virtual instructor-led training

A cohort-based virtual leadership development program built from the ground up to give high-potential employees a clear path to leadership.

View facilitator guide

The challenge

The organization had no formal leadership development program. High-potential employees were being identified but had no structured path or support to prepare them for leadership roles, leaving a critical gap in the talent pipeline.

My approach

I partnered with SMEs and senior leadership stakeholders to define what effective leadership looked like within the organization. From those conversations, I designed a cohort-based program that moved participants through the content together, building peer relationships alongside leadership skills. The cohort model was intentional: leadership is relational, and learning alongside future peers reflected that reality.

What we built

The program combined live sessions with structured discussion and reflection, applied action learning projects that participants worked on between sessions, and guest speakers from senior leadership who shared real experiences and perspectives. Each element was designed to connect theory directly to the participants' day-to-day context.

Outcome

Participants reported feeling significantly more confident in their leadership abilities. Specifically, they felt better equipped to give feedback and delegate tasks, two of the highest-impact skills for new leaders. The program established a repeatable model the organization could run with each new cohort of emerging talent.