# Megan Gutierrez

Megan Gutierrez works in learning and development, designing learning around people’s needs and the problems organizations are trying to solve. The posts also discuss instructional design and practical uses of AI automation.

- Profile: https://b2binfluencer.marketing/creators/megan-gutierrez/
- LinkedIn: https://www.linkedin.com/in/gutierrezmegan
- LinkedIn followers: 1,341
- Topics: artificial-intelligence, leadership, learning-and-development
- Based on 10 dated posts, latest 2026-07-22

## Summary

Useful for practitioner-led sessions that show instructional designers building AI automations and diagnosing learning problems first.

- Best for: A workflow automation or no-code vendor wanting practitioner-led sessions and content for L&D managers.
- Not for: An enterprise software brand needing verified senior L&D buyer reach, demographics, benchmarks, and published sponsorship rates.
- Check first: Confirm evidence of project outcomes and audience demographics before committing budget.

### Takeaways

- A four-phase process: diagnose, design, integrate, and evolve before choosing learning content.
- An onboarding content request revealed misaligned incentives and disconnected platforms, not a content problem.
- An instructional design group plans to build an AI automation live with Make.com.

## Main ideas

- **Diagnose the learning problem before designing content**: Gutierrez argues that organizations usually diagnose learning problems backward: they read low engagement as a content problem, answer skill gaps with another course, and address adoption friction with more integrations. Surface symptoms, they say, hide root causes in incentives, systems, and engagement patterns, so content built around the symptoms fails no matter how well it is made. Their process has four named phases: Diagnose, to uncover what is really broken; Design, to address root causes rather than symptoms; Integrate, to connect learning to an employee's real working life so it sticks; and Evolve, to keep adapting because learning is living, not static. Discovery is the step organizations skip and then regret.
- **Measure growth in changed behavior and connection, not completion rates**: Gutierrez asks what a year in learning and development is actually measured in. Training hours, completion rates, and 80% test scores at the end of a module are the easy counts; changed behaviors, built trust, and connections made are offered as more meaningful measures. The argument is that the second set is what the work is for. Gutierrez poses the question to readers rather than offering a finished framework.
- **Instructional designers should learn AI by building something real**: Rather than state a position on AI in the abstract, Gutierrez organizes a live build: the group picks the automation, they learn how to make it, and then demonstrate it on the call. The approach lets practitioners learn automation by watching a concrete build with a named tool and output. Putting the topic to a vote helps match the session to attendees' interests. The meetings are open to instructional designers, whether they are brand new to AI or already experimenting.
- **Commitment is showing up repeatedly, not getting it perfect**: Gutierrez frames commitment as repetition under difficulty, not flawless execution, and applies the same standard to learning and development: show up when it is hard, find what works for the individual learner, make it easier, and celebrate successes. Their stated values are "People First. Growth Always."
- **Practitioner peer groups, not broadcasts, are how L&D people learn**: Both community formats are framed as gatherings of peers who share wins, challenges, and ideas rather than audiences receiving a presentation. Gutierrez convenes them, while attendees contribute topics, votes, and their own experience—the point of the format.

## Work to read

- [Diagnose first: a four-phase custom learning design process](https://www.linkedin.com/posts/gutierrezmegan_humancentereddesign-learningstrategy-organizationaldevelopment-activity-7483566335793262592-rAOI)
- [How do we measure a year?](https://www.linkedin.com/posts/gutierrezmegan_how-do-we-measure-a-year-so-were-nearing-activity-7371218280147005440-Yl3q)
- [Choosing an AI automation to build live with Make.com](https://www.linkedin.com/posts/gutierrezmegan_update-128-looks-like-we-have-a-tie-right-activity-7402424567358795777-XL7O)
- [Motivation Monday: commitment and sticky notes](https://www.linkedin.com/posts/gutierrezmegan_motivationmonday-taprootvalues-commitment-activity-7383612971429789696-J3VL)

## Brand relationships

- **Taproot Learning Connections** (disclosed_partnership)
- **Make.com** (mention)

## Partnerships

No sponsorship or partnership offer appears in Megan Gutierrez’s posts. The four available posts list no sponsor policies, media kits, rate cards, audience specifications, or inquiry route for brand partnerships, and none discloses a paid brand collaboration. Instead, they describe a service relationship: Gutierrez works with organizations on custom learning design, runs a diagnostic phase before designing solutions, and convenes two monthly practitioner groups—the Instructional Design Networking Group and the Connections Networking Group—open to other learning and development professionals. Brands should ask directly whether sponsorship is available and, if so, request the terms and pricing.

## Alternatives

- Lauren Taylor: Choose Lauren Taylor over Megan Gutierrez when the campaign's buyer is a training provider trying to fill funded courses, not an instructional designer or L&D manager choosing an automation tool. Taylor's posts address that problem directly: why a fully funded course still does not fill, why recruiting only when a course is due to start creates pressure and rushed enrolments, and what a year-round system looks like—building a pipeline, answering enquiries quickly, sharing outcome stories, staying visible weekly, and running a dedicated recruitment process. Taylor also gives a concrete scale marker, saying The Skills Angels recruited over 2,700 learners in a year for UK training providers. For a vendor selling recruitment or marketing automation into further education, that is closer to the buyer's daily decision than Gutierrez's diagnostic and tool-build sessions.
- Cierra C.: Choose Cierra C. over Megan Gutierrez when the campaign needs a practitioner showing how they test a tool and turn user feedback into a short training session, rather than a recurring automation build series. Cierra's posts describe a concrete process: run a Google Form survey asking how often people use a newly adopted district tool, what they struggle with, and what features they want; thematically review responses; pick one recurring need for a 10-minute live session; and open the session by explaining the topic came from user requests. Cierra also documents using Gemini Storybook to turn a rough day into a reflective story, showing comfort with new AI features. For a vendor seeking a lighter-weight demonstration of tool research and session design, Cierra's evidence is closer to the practitioner task.
- Jennifer Eichenberg: Choose Jennifer Eichenberg over Megan Gutierrez when the campaign needs a change-management argument aimed at managers who must make employees adopt a new system. Eichenberg's posts make that case: motivation is the missing ingredient in training, sharing WIIFM at the start is not enough, employees have competing priorities, and much of the value from a new system accrues to the organization rather than the individual. A second post argues change management is more than communication and training, then lists ten impact areas—processes, systems, tools, job roles, critical behaviors, mindset, reporting structure, performance reviews, compensation, and location—using a CRM implementation as the example. For a vendor selling a workflow or automation tool into L&D, HR, or operations, that manager-facing adoption framing could provide a stronger spine than a practitioner build session.

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AI-assisted summary of public posts. Audience demographics are not available. Engagement appears only where we checked recent posts. Method: https://b2binfluencer.marketing/methodology/