Design and develop
Curriculum, learning objectives, storyboards, narration scripts, scenarios, and assessments — built on how adults actually learn, not on how the source document happens to be organized.
Training & learning solutions · Hampton Roads, Virginia
Your people already know the job. Training should prove it.
MiNaDoJa Group takes the policies, procedures, and hard-won know-how sitting in your documents and turns them into training your team can use on a Tuesday morning.
Refund authority · Employee handbook, §4.2
Associates may not authorize account adjustments exceeding the threshold established in §4.1 absent prior approval from a supervisor of record, except in circumstances where such adjustment arises from a documented service failure attributable to the organization, in which case the associate may proceed provided the transaction is annotated in accordance with §7.
Accurate, complete, and legally sound. Nobody has read it twice.
Same policy · Module 2, decision practice
By the end of this module you can decide in under a minute whether a refund is yours to approve.
- Was it our mistake? Approve up to $250 yourself. Note what happened in the ticket.
- Not our mistake, under $75? Approve it. No note needed.
- Anything else? Ask a supervisor before you promise the customer a number.
Try it
An order shipped four days late because of a warehouse error. The customer wants $180 back. Yours, or your supervisor's?
Same policy. One version protects the company. The other one also works at 9 a.m. on a Tuesday.
What we do
Complex information in. Training that holds up out.
Deliver and convert
Instructor-led, virtual, blended, and self-paced. We also take classroom courses that already work and rebuild them for online delivery without losing what made them work.
Analyze and improve
Training needs and performance analysis, course review, and evaluation — including the finding that a training problem is actually a process problem.
Why it matters
Most training fails quietly.
People sit through it, pass the check, and go back to doing the job the way they always did. Nothing breaks that day, so nobody calls it a failure.
We design backward from the task. Every objective ties to something a person has to do at their desk, on the floor, or in front of a customer — and every assessment asks them to do it, not to recognize it in a list of four options. That is the difference between a course that was delivered and a course that changed how the work gets done.
Selected work
Security services company
A guard-training program, from classroom to something that scales.
The client trained every new officer in person, which worked until hiring picked up. We built the program end to end — starting with the instructor-led curriculum, then converting it into self-paced eLearning they could run for a new hire on day one without booking a room or a trainer. That included the learning objectives, instructional sequencing, branching scenarios, assessments, narration scripts, and every participant and facilitator document around it.
Learning objectives
Instructional sequencing
Scenario design
Assessments
Narration scripts
Facilitator & participant materials
Tell us what your people need to be able to do.
We will tell you honestly whether that is a training problem, and what it would take to fix it. No obligation, and no pitch deck.