Training
Time to practice and learn with others
I facilitate workshops, webinars, leadership simulations, and team-building, including dozens of sessions at Wayfair and for private clients.
Practice, peer learning, and reflection
Practice over lecture
Sessions are built around doing, not listening. Participants practice the skill in the room.
Learning from each other
People learn socially and experientially, so discussion and peer learning are part of every session.
Playful and fun
Games and playful activities give participants an enjoyable way to experiment and practice.
Time to reflect
Reflection is built in, so participants notice what worked and what they will do differently.
Follow-through on the job
Every session includes follow-up so learning is applied at work, not just in the room.
Skills and mindsets
I aim to shift mindsets as well as build skills, because beliefs shape what people do.
Research when it helps
I include research when it helps participants understand a problem or choose an approach.
Online, in person, or blended
Sessions run online, in person, or blended, depending on what the group needs.
When this may be useful
- Managers developing leadership and people skills
- Teams building shared understanding and ways of working
- Professionals learning new skills or stepping into new roles
- Groups seeking focused, engaging facilitation
What we can work on
- Understand your team's goals and real challenges
- Choose research-informed activities that fit the group
- Lead practice, peer learning, and feedback
- Plan follow-up and check application at work
What the work can include
- A workshop or group learning session built around your goals
- Participant activities and supporting resources
- Time to reflect together and practice
- Action steps to apply learning beyond the session
Practice, reflection, and follow-through
Your people bring experience worth learning from, so sessions, including new-hire onboarding, use discussion, role-play, games, and hands-on tasks. The aim is to shift mindsets as well as build skills.
- 01
Choose skills + set goals
- 02
Tailor real-world challenges
- 03
Practice together + get feedback
- 04
Use skills + check progress
Practice and how we check progress
From ideas to practice
Participants practice situations from work, reflect, and choose something to try. Every session includes follow-up on the job.
How we check progress
Practice shows what participants can do. Their feedback improves the session, and follow-up checks show how skills are used at work.
We agree on scope, timeline, and responsibilities before starting.
Experience behind the work
At Wayfair, I built and facilitated onboarding and development for technical roles. My work also includes structuring peer-learning groups and supporting live coaching education and professional learning events.
Meet Patrick“Patrick can jump between strategic conversations about learning ecosystems to rolling up his sleeves and facilitating a dynamic workshop.”
Mike R. Sweeney
Strategic executive coach to Founders & CEOs
“He'll toss out a sharp question, observation, or coaching competency angle that sparks awareness and deeper learning.”
Vanessa Hagerbaumer
Executive Coach (PCC) · ICF NYC facilitator
A sample activity: reflecting with a group
The After-Action Review includes participants and shared objectives. Its questions offer a structure for discussing a project together and choosing what to try differently next time.
An example from my resources, not a client case study.
See the worksheetServices that work together
You may need one service or a combination. We agree on what fits before starting.