I didn’t expect my career in Learning & Development (L&D) to begin with the sinking of a U.S. Navy ship. But that’s what happened.

Fresh out of college, I served as a Naval Flight Officer (NFO) and eventually as Mission Commander, leading a 12-person aircrew. One of our missions had me and my crew tasked with defending a carrier battle group. One night, during a top-secret mission, my team and I made a call that allowed enemy aircraft to sink one of our own. I was crushed. I had lost sight of the bigger picture.

But that happened next stuck with me even more.

Instead of blame or shame, my crew and I shook it off and said, “Let’s debrief. Then we’ll do it again tomorrow.”

We weren’t being glib. Thankfully, we were “flying” that mission in a sophisticated simulator.

That moment was my introduction to the power of a safe place to fail. An environment designed not just for instruction, but for honest feedback, adaptation, and real-world readiness. That experience shaped the course of my career.

Where the Bridge Was Built

After the Navy, I leaned into architecting and building learning programs in the business world. From global consulting firms like Accenture to high-growth SaaS companies like Bluebeam, UKG, and AEC organizations like PCL Construction, I’ve designed and scaled L&D initiatives that equip teams with the tools, skills, and behaviors needed to perform in high-stakes environments.

Over two decades, I’ve launched certification programs, employed agile methods to accelerate course development, and embedded L&D strategy directly into field operations. Whether in SaaS, construction, or consulting, the mission has stayed the same:

Help people and organizations perform better by bridging the gap between training and real-world execution.

Why MindBridge?

A bridge is more than a structure, it’s a connector. It links where your team is and where it needs to go.

That’s what MindBridge Learning is built to do:

• To connect your learning efforts with tangible business goals.

• To bridge strategy with enablement.

• To help learners cross from knowledge into action.

Whether you need fractional L&D leadership or support designing performance-first programs, I bring a practical, systems-minded approach that meets you where you are, and moves you forward.

What I Believe

• Learning’s outcome isn’t content. It’s capability.

• We don’t necessarily need more courses. We need smarter tools, tighter feedback loops, and support systems that remove friction at the point of performance.

• And we need safe spaces where people can try new skills, adapt, and grow—just like I did that night in the simulator.

Reach Out

If you’re looking for an L&D partner to help you align training with business performance, choose the “Book Now” button above or complete the form below.