Building Data-Driven Prototypes in Axure
Comprehensive video course created for Pluralsight on advanced UX prototyping
This program is part of the learning ecosystem I designed for Charles Schwab's Digital Retail organization, connecting peer learning infrastructure to measurable skill development and organizational transformation.
Background
In 2023, the Head of UX asked me to propose a mentorship program that would allow the 250-person UX organization to become its own best learning resource. I developed several options; Peer Learning Circles was selected for its ability to scale knowledge-sharing while developing leadership capabilities in circle facilitators.
As a program designer and administrator, I was responsible for framework design, Circle leader coaching, launch, ongoing administration, change management communications, and reporting outcomes to senior leadership.
Skills: Program design • curriculum consulting • leadership coaching • stakeholder communication • learning measurement design
Tools: Microsoft 365 suite
The organizational need
The UX organization had deep pockets of expertise, but knowledge stayed siloed within teams. Traditional mentorship models (1:1, senior-to-junior) wouldn't scale, and asking subject matter experts to build full training courses wasn't realistic—they had full-time jobs that weren't instructional design. The organization needed a lightweight structure that could unlock practitioner knowledge without overwhelming the people sharing it.
Program design
Peer Learning Circles are small groups (one leader plus 3-5 participants) that meet for at least three one-hour sessions over a three-month cohort. Circle leaders define their topic and curriculum; participants sign up based on their interests on a first-come-first-served basis.
Development focus
The primary development focus is the circle leader. Leading a circle builds teaching and coaching skills while establishing the leader's personal brand as a subject matter expert. This connects directly to the Talent Architecture competency of unlocking potential by teaching others.
Participants learn through all three E's—Education (content from the leader), Exposure (exposure to topics in work context), and Experience (practice in a safe space with peers). Circle topics typically map to functional competencies for participant roles.
Framework elements
- Circle leader recruitment: Some leaders are encouraged by managers to scale specific expertise; others use it as a stretch assignment. Good circle leaders have organization skills, deep subject matter expertise, and the self-leadership to drive their own curriculum and scheduling.
- Curriculum consulting: I work with each circle leader to refine their idea, define learning outcomes, and design curriculum that's valuable to learners while minimizing time investment. The goal is a three-session arc: introduce the topic, expose participants to it in a work context, and provide safe practice opportunity.
- Support materials: Circle leader guides, manager one-sheets (so managers understand what their employee is doing and how to support them), and participant feedback templates that circle leaders can share with their managers as evidence of their leadership development.
- Intentional small group size: Circles cap at 3-5 participants so everyone can actively engage and contribute—this isn't a lecture, it's peer learning.
The impact
The program ran four cohorts (three per year) with 12-15% of the UX organization participating each cohort. It paused during organizational transition and is scheduled to relaunch in H2 2026, expanding from UX-only to all of Digital Retail.
For the relaunch, I'm developing playbooks so program elements can be delegated or adapted by other program managers. Cohort timing will align with Experience Exchange so team members can participate in one or the other without over-committing.
The secret to scaling peer learning is making it easy for experts to share what they know without becoming part-time instructional designers. My job was building the structure that makes their expertise accessible—and developing their leadership skills in the process.
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Experience Exchange
1:1 mentoring program translating Talent Architecture self-assessments into focused, measurable skill development
Tool Talk
Monthly peer learning series connecting software tool skill-building to organizational change management and adoption
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