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Clea McLemore

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AI, IT and change work

Built, taught,
and in use.

I get AI and new platforms into daily use: choosing the tool, building the training, and measuring whether people work differently afterward.

20+ years in learning and ITOne team from 11% to 60% weekly AI use in six months

See the workSee the process

Case 01Compliance-First Learning Ecosystem 100%Mandatory training completed, gated on assessmentLevel 2 94%Adoption within the first 30 daysLevel 3 8 daysTo productivity for a new hire, down from 21Level 3, uncontrolled 0Findings at federal auditLevel 4, attributable Open the engagement report →
The flagship: twelve months with a regulated lender, all four figures measured in deployment.

Selected work

Six case studies, and what each can prove.

Learning and change I designed and led, then technology rollouts where training was part of the work.

Learning and change

  1. 01 Compliance-First Learning Ecosystem LMS selection and launch Ten platforms evaluated, then zero findings at federal audit. Open the engagement report: Compliance-First Learning Ecosystem
  2. 02 From Pilot to Weekly Use AI adoption 11% to 60% weekly AI use in six months, measured per person. Open the course outline: From Pilot to Weekly Use
  3. 03 The Change Crucible Leadership simulation A twenty-minute scenario: nine named faculty, no cost-free choices. Play the scenario: The Change Crucible

Technology rollouts

  1. 04 Cornerstone to Salesforce Platform integration Training status on the customer record, one login, in production. Open the platform scorecard: Cornerstone to Salesforce
  2. 05 Hospital Phone Program Healthcare telephony 900 to 1,000 phones at eight sites, cut over on time, all verified.
  3. 06 Microsoft 365 for Three Nonprofits Workplace modernization Three nonprofits, one account per person, trained and secured.

Try it yourself

Three things I built, ready to use in your browser.

Each opens in a sandboxed frame. No account, no tracking, and nothing you type leaves the page.

How an engagement runs

Every engagement moves through these five stages, in this order.

  1. AnalysisWho is learning, what is in their way, and what evidence says so. Before any solution is proposed.
  2. ProblemStated as an observable gap in performance, not a topic to cover. If training is not the answer, this is where it is said.
  3. DesignObjectives at a level that can be observed, the method chosen, and the decisions that followed from them. Built, not handed off.
  4. OutcomeWhat was delivered and what changed, with attribution stated honestly: what the work caused, and what it merely coincided with.
  5. EvaluationThe Kirkpatrick levels, each marked as measured, validated at acceptance, built in, or planned. A number without one of those labels is left out.

Start here

A platform nobody uses. A change that won't stick. Tell me what isn't landing. I'll tell you first whether training is the answer.

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