Start with the work.
Define the performance need before committing to a deliverable.
The practice behind the work
Ennovation Group brings organizational effectiveness, learning strategy, instructional design, development, facilitation, and media production together in one connected practice. The approach scales to fit the performance need, audience, and delivery environment.
Founder perspective
Founder · Learning Experience Designer · Organizational Effectiveness Consultant
“Learning should not end when the session or screen does. The work has to help people decide what to do next and make it easier to do.”
Ryan brings more than 25 years of experience across enterprise learning, culture, leadership development, assessment, technology, and media production. Ennovation Group was built to bring those disciplines together around one practical question: what will help people use the learning in their work?
Culture in practice
The culture is visible in how the work is framed, how decisions are made, and what clients and learners are able to keep using after the engagement ends.
Define the performance need before committing to a deliverable.
Speak plainly about choices, constraints, and what will create the most value.
Prototype early so stakeholders and users can improve the answer while change is still easy.
Create tools, practice, and support that continue helping people after launch.
Learning, experienced.
The experience behind Ennovation Group spans eLearning, ILT and VILT programs, enterprise culture, leadership development, simulations, assessment, multimedia, executive communication, and learning technology.
The experience also includes co-founding and leading Humanetrics, an international training, assessment, and consulting firm. That work included enterprise leadership curricula, SaaS survey platforms, multi-rater assessments, and consulting with senior leaders.
Across formats, people should understand the idea, take part in the experience, and leave with something they can use. Learning transfer and performance improvement are part of the design, not an afterthought.
Selected experience
The work has included enterprise culture initiatives, assessment platforms, government leadership programs, executive communication, and learning systems designed for continued use.
Mission, vision, values, leadership expectations, employee communication, and learning campaigns designed to show up in everyday behavior.
Multi-rater assessments, survey systems, learning portals, learning data, and platform automation that make development easier to deliver and improve.
Multi-day and multi-module curricula with facilitator materials, journals, job aids, reinforcement, and post-session resources.
A paper-based assessment process moved online, sharply reducing production time and saving hundreds of thousands of dollars.
Experience includes work for Accenture, Deloitte, Dell, Honda, AARP, the U.S. Secret Service, DIA, NGA, and USDOT.

Austin, Texas
Learning strategy, enterprise culture, eLearning development, ILT/VILT, assessment, and video production.
How engagements are built
Each engagement is shaped around the performance gap, audience, timeline, and delivery environment. Learning design, development, facilitation, media, evaluation, and technical production work as one connected system.
Defining what people need to do, who the work is for, and how to know whether it helped.
Coordinating stakeholders, specialists, vendors, timelines, and delivery across learning, media, assessment, and platforms.
Working with senior leaders and subject-matter experts to turn complex ideas into clear decisions and useful experiences.
Technical range