Your workforce won't perform in what's coming next by completing a course.
They'll perform because someone built the capability infrastructure around the change.
Most Learning & Development (L&D) consultants start with a solution.
I start with a diagnosis.
I don't start with a course. I start with a business problem.
Iris Caldwell, M.Sc.HRD. Independent L&D and OCM consultant with 15 years across energy, oil and gas, and industrial sectors. I build workforce capability during system implementations and operational transformation, backed by results: onboarding cut from 10 weeks to 7 across 18,000 employees, certification pass rates moved from 50% to 90%, learning architecture built for 327 learners across 87 roles. Fractional engagements and advisory available.
How I Work
"What's visible tells you something happened. It doesn't tell you if it will hold."
DIAGNOSE
Before any solution is designed, I identify the actual root cause. Is this a knowledge gap, a process flaw, a tool problem, or a manager behavior issue? Six Sigma DMAIC gives me the discipline to find out. Training only solves one of those.
The diagnosis determines which response is right.
DESIGN
Every program is designed around how working adults actually learn, not how compliance dashboards track completions. Malcolm Knowles’ andragogy principles ensure the design respects the learner’s experience, motivation, and need for relevance. The result is learning that transfers to the job, not just learning that gets completed.
DELIVER
ADDIE provides the repeatable development discipline that keeps complex programs on track across multiple stakeholders and timelines. Kirkpatrick Levels 3 and 4 measurement closes the loop, connecting learning outcomes to on-the-job behavior and business results. Clients get evidence, not assumptions.
Who I Help
Organizations in energy, oil & gas, petrochemical, and industrial operations who need workforce capability systems that hold up under safety and regulatory scrutiny, whether as a permanent hire or a fractional Learning Strategist for time-bound transformation work.
What I Solve
In high-hazard, highly regulated environments, a training gap is not just a performance problem. It is an operational risk. I build learning ecosystems that strengthen safety, compliance, and technical competency from the control room to the field, and that hold up as systems long after the project ends.
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When onboarding cannot keep pace with growth, I rebuild it without sacrificing safety or compliance standards. At Air Liquide, that meant standardizing onboarding for 18,000 employees globally, cutting ramp-up time from 10 weeks to 7 while holding retention above 90 percent.
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When certification failure becomes an operational risk, I rebuild the training around how technical teams actually learn. At Halliburton, that took certification pass rates from 50 percent to 90 percent.
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When a system transformation has no learning infrastructure behind it, I architect one from zero. On Project Catalyst, I built the full L&D framework for a D365 Finance and Supply Chain rollout, 327 learners, 87 roles, 28 cohorts, as the sole L&D resource on the workstream.