Blue Edgewater · AI-powered instruments
AI tools for
learning & performance
A suite of working AI tools built to demonstrate what becomes possible when instructional design expertise meets applied AI development. Each tool is grounded in established ID theory and produces outputs that move the needle on real performance outcomes.
These tools were designed and built by Jason Boursier, an instructional designer and AI developer at Blue Edgewater. They are not mockups or prototypes — each is a fully functional AI instrument connected to a live language model, deployable in a corporate L&D context today. Click any tool to use it.
03 instruments — select to launch
Instrument 01
Learning needs analysis
Diagnose performance gaps before you build a single slide.
Describe a performance problem in plain language. The system runs a structured diagnostic grounded in Gilbert’s Behavior Engineering Model, determines whether training is the right intervention, generates Bloom’s-mapped learning objectives, prioritizes interventions, and produces a Kirkpatrick Level 1–4 evaluation plan. Output is a professional report ready for stakeholder review.
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Instrument 02
Training content generator
From raw content to a complete training package in minutes.
Paste any source material — a policy document, SOP, SME interview transcript, or process description. Define your audience and experience level. Select the artifacts you need. The system generates a complete training content package: learning objectives, job aid, quiz questions, storyboard outline, facilitator guide, and performance assessment checklist — each grounded in the source content, not generic templates.
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Instrument 03
Performance coaching simulator
Build judgment through practice — before the stakes are real.
Select a performance domain and a high-stakes scenario — manager effectiveness, leadership decision-making, or sales situations. The system places you inside a realistic workplace moment with a named character and real context. An AI coach guides you through four Socratic exchanges that build decision-making judgment rather than deliver answers. Session closes with a scored debrief: dimension scores, strengths, development priorities, a 7-day next action, and a Kirkpatrick Level 3 and 4 transfer note.
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Foundation
Gilbert’s BEM
Every diagnostic starts by separating environmental causes from knowledge and motivation gaps — because training only solves one of the three.
Design framework
Bloom’s Taxonomy
All objectives and assessments are mapped to cognitive levels — ensuring content develops the right kind of thinking, not just recall.
Measurement standard
Kirkpatrick’s Four Levels
Every tool produces output connected to Level 3 behavior transfer and Level 4 business results — the two levels that actually matter to the business.