Kirk Kriskovich
I’ve provided a small sample of my work experience for you to review. Please scroll through these examples of projects I’ve completed using video, Rise, Storyline, PowerPoint, graphic design, infographics, and other approaches. I’ve created literally hundreds of courses and training assets in my career and would be happy to discuss my process with you.
In addition to these supplemental work samples, I have a private portfolio that is available via special access. Please CONTACT ME to view these additional work samples.
Please scroll to view my work history, or select VIEW FULL CV to download a copy of my resumé.
I take a great deal of pride in exceeding client expectations. I feel it’s important to set a clear vision and establish expectations of what can and will be delivered. I always strive to surpass what has been promised for the benefit of the learning participants and the satisfaction of the client.
I believe your training should be developed with your objectives, content, and audience in mind. What does this mean? Your training goals, the content already curated, the audience, and method of delivery (or consumption) will often help dictate your approach or types training assets.
Design is a feature of both function and aesthetics. Great design is important as it should enhance participant engagement and provide an organization framework for the training. Great design can also infer quality and the degree of significance the training has, while
communicating concepts or processes
far better than text.
Good training should delivered in the most efficient means possible from both a time-on-task and a financial perspective. Once again, the training pbjectives, content, audience, and means of delivery usually dictate the most efficient methods. The goal is to deliver meaningful, impactful training to participants and return them to their assigned roles quickly.
When possible, I favor a micro-learning approach, employing varied asset types, strung together, to create a comprehensive path. This approach has the potential to engage more participants, who may process information better in some ways rather than others (video, audio, activity), as opposed to one learning method (such as passive listening or reading).
I don’t subscribe to a classical Agile approach to training development—I feel the best method for training development is a kind of hybrid model that calls for prototyping and iteration. Effective training development demands speaking to examples, opportunities to fail fast, and regular (even repetitive)
collaboration and check-ins.
— Kirk
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