A focused solution
Make Workday Learning actually work
If this sounds familiar, it is not the software
- Requests reach the LMS team through email, chat, hallway conversations, and three different forms, and nobody can say what is in the queue
- Courses get published, but completion reports do not match what leadership asked for, so every quarter ends in spreadsheet archaeology
- Admins configure things differently because there is no shared definition of how the platform should be used
- Adoption is low, and the answer so far has been more training on the tool instead of a better process around it
How I approach it
The fix is upstream of the software
Most Workday Learning problems are governance and process problems wearing a software costume. I fix the operating model around the platform first: one intake path, clear decision rights, quality gates, a reporting rhythm leadership actually uses. Then I make the platform sing, because configuration finally has a design to serve. The work draws on years running enterprise learning operations, including Workday Learning itself.
- Turned a stalled, ad hoc enterprise learning function into a governed operating model with a clear intake-to-launch process and quality gates
- Learning operations and intake design, L&D strategy, and platform enablement including Workday Learning are core capabilities of the practice
- Measurement, reporting, certification and badging systems designed so the data answers leadership's real questions
- Change management is built in, so the new operating model holds after launch instead of fading
Questions
What people ask first
Do you do Workday Learning configuration itself?
I lead the operating model, governance, and learning operations design, and I work hands-on in Workday Learning for intake, reporting, and administration design. For deep technical configuration, I work alongside your Workday admin or implementation partner, and the operating model I build makes their work land.
We already had an implementation partner. Why is it still not working?
Implementations configure software; they rarely redesign how your organization decides, prioritizes, and governs learning. That gap is where most post-implementation pain lives, and it is exactly what this practice fixes.
How do engagements usually start?
With the Systems and Automation Audit: two weeks, a map of how learning work actually flows, your three highest-value fixes, and a prioritized plan you keep either way. If we continue into a retainer, the audit fee credits toward your first month.
Can you work with a global or fully remote team?
Yes. The practice is remote-first by design and has run learning operations across states and time zones. Sessions are available in English and Spanish.
How this starts
Start with the audit
Your three highest-value fixes, and a plan you keep either way. Investment is shaped to your context and shared in conversation. The audit is a fixed fee that credits toward your first retainer month.