Two high-leverage meetings back to back — Kelsey on the role, Patty on the work
Week 3: POC Delivery & Executive Visibility
Kelsey Butler
Director, Strategic Implementation
11:30 AM – 11:55 AM MT · Teams · 1:1
Patty Mazerolle
VP of Human Resources · Executive Sponsor, Track 1
2:00 PM – 2:30 PM MT · Teams · 1:1
Meeting 1: Kelsey Butler — "Manager of Customer Training & Enablement"
Context
› Kelsey Butler = Director of Strategic Implementation at PrePass
› She titled this meeting after the MCTE role — not "catch up" or "follow up"
› She organized it Saturday 4/4, first thing after returning from offsite + PTO
› Isaiah Love was cc'd on the original March 23 thread (likely HR or hiring stakeholder)
› Your March 23 email laid out: Articulate roadmap escalated to SLT by Stephanie, courseware platform built, Michael Danielson partnership launched
› She replied same night — acknowledged, said she'd schedule time when back. And she did.
What's Changed Since Your March 23 Email
Track 1 — Org-Wide Onboarding
Scope expanded from 30 min to 90 min / 8 modules. Patty Mazerolle confirmed as executive sponsor. Full onboarding framework spreadsheet built (Module Overview, Content Gap Tracker with 30 topics, Decisions Log, Future State). Weekly recurring meetings with Michael locked through April. Content sourcing in progress across 7 modules.
Track 2 — Call Center Modules
Account Closure storyboard complete (~33 min, 20/22 screenshots mapped, Rise AI prompt ready for production). Verification outlined (~26 min, 8 sections). inForm Safety fully storyboarded (22 slides, 22 VO scripts, capture guide created). Agent Assist End-of-Call mini module ready for LMS deployment.
Stakeholder Engagement
Bill Causse — requested inForm module, reviewing Account Closure storyboard. Patty Mazerolle — meeting scheduled same day (2:00 PM) to review Track 1. Michael Danielson — dedicating 30 min/day to content sourcing. Stephanie Wilkinson — SVP/CCO awareness.
Infrastructure
Staffing business case delivered to Bill and Josh (data-driven, Six Sigma framed). Full project tracking system live with hub-spoke HTML trackers.
Talking Points — Lead with Vision, Back with Evidence
1.Open by listening. She scheduled this. Let her frame what she wants to discuss. She may be scoping the role, assessing fit, or sharing a timeline. Don't over-pitch.
2.If she asks "where are things": Walk through the three-track model concisely — Track 1: Org-wide onboarding with Michael + Patty (8 modules, 75–90 min, May 4 target). Track 2: Call center courseware (4 modules in pipeline, first build this week). Track 3: Customer/partner-facing (future, pending role capture).
3.If she asks about the role itself: This isn't just a training role, it's a platform. Modular content designed for reuse across audiences (new hire → tenured → leadership → external). The Future State tab already documents leadership versions, customer-facing versions, Copilot integration, and department-specific skins.
4.If she asks what you need: Be specific. Formal role definition, reporting line clarity, Articulate 360 seat(s), and eventually a dedicated content/ID resource (staffing business case already sent).
"I didn't wait for the title to start doing the work. Everything I've built in the last six weeks is what this role would own on day one."
Smart Questions to Ask Kelsey
"What's the current status of the MCTE role from an org/HR perspective?"
"Is there a formal process I should be aware of, or is this more of a conversation about shaping the role?"
"Who else is involved in the decision — is Isaiah part of this?"
"What does success in this role look like from your perspective as Director of Strategic Implementation?"
"Is there a timeline you're working toward?"
How Kelsey Might Open — Five Scenarios
Kelsey is a Director of Strategic Implementation who came up through customer care, product management, and customer success at MiX Telematics before 5+ years at PrePass (Implementation Manager → Director). She thinks in systems, rollout, and scalability.
AThe Role Update Opener
"I wanted to circle back on the MCTE role and give you an update on where things stand..."
Best-case signal. She's been working the org side while you've been building the work side. May have budget info, timeline, or reporting line. Your move: Listen carefully, ask clarifying questions, then connect her update to your proof of work. Don't pitch — confirm.
BThe "Tell Me More" Probe
"Your email got my attention — I'd love to hear more about what you've been building since March..."
Informal assessment. She's gauging whether you think at a manager level, not just a builder level. Your move: Don't list modules. Tell the story of the three-track strategy — how Track 1 came from a partnership you initiated, how Track 2 came from executive escalation, how the framework has 30 tracked content gaps across 4 spreadsheet tabs. Show systems thinking, not task completion.
CThe Org Design Conversation
"I've been thinking about where a role like this would sit and what it would need to succeed..."
She's past "should this exist" and into "how do we structure it." Your move: Share the three-track model as a scope definition. Mention the staffing constraint (business case) and that the role needs at minimum an Articulate seat and eventually a dedicated content resource. Think about the function, not the title.
DThe Stakeholder Alignment Play
"I wanted to make sure we're aligned before I take this to [leadership/Isaiah/HR]..."
She's your advocate and needs ammunition. Your move: Give her highlights she can carry forward. Numbers work well: 8 modules Track 1, 4 modules Track 2, Patty as executive sponsor, Stephanie's SLT escalation, 27+ module backlog that one person can't clear. Make it easy for her to sell this.
EThe Expectations Reset
"I want to be transparent — things have been moving slower than I'd like on the org side..."
She's managing timeline while keeping you engaged. Your move: Be gracious but clear: "I appreciate the honesty. I'm going to keep building regardless because the work needs to happen. But I want to make sure we're moving toward formalizing it so the org gets the full benefit."
★Wildcard: She Asks About Backfill
"If you moved into this role, what happens to the trainer seat?"
Strongest signal of all — she's thinking through logistics of actually making the move. Your move: "I've actually already thought through this — I put together a business case for Bill and Josh showing the single-point-of-failure risk and three staffing models for coverage. That document works as a backfill plan too." You're not just thinking about your promotion — you're thinking about what the org needs.
Watch For
Whether she frames this as an interview, a scoping session, or advocacy
Whether she mentions other candidates or an open req
Any signals about reporting line (under her? HR? Ops?)
Whether Isaiah Love's involvement means formal HR channels
If she asks about backfill or transition — strongest signal the move is real
Meeting 2: Patty Mazerolle — "Catch Up"
Context
› Patty = VP of Human Resources, confirmed executive sponsor for Track 1
› She organized the optional wellness seminar earlier that day (10:30 AM) — she's active and engaged
› This was already on the calendar before the Kelsey meeting emerged
› Decision Log shows: "Patty to review updated doc this week" (status: Pending)
› Michael has been sourcing content with Patty (vision statement, "Drivers" language, CEO video)
What to Present — The Framework Is the Star
1.8-Module Structure (75–90 min total): Walk through the Module Overview tab. Highlight that this went from concept to structured, tracked framework in under two weeks.
→ Validation on "Drivers" language for Module 2 (growth mindset, expansion, develop our people)
→ Introduction/endorsement to dept heads for Module 8 POC (start with HR + Ops)
→ Sign-off on governance/org detail level appropriate for new-hire audience (Module 4)
→ CEO video logistics — is she the right channel to Brennan/SLT for the two-part welcome?
How the Kelsey Meeting May Change This Conversation
If Kelsey signals the role is formalizing: Frame your work with Patty as "here's what the MCTE function is already delivering." Patty becomes both stakeholder and reference.
If Kelsey is just exploring: Keep Patty focused on Track 1 execution. Don't overplay the role angle — let the work speak.
Either way: Patty seeing a polished framework with decisions logged, gaps tracked, and future state documented positions you as someone who operates at a manager level.
Key Dates to Reinforce
May 4 — Classroom start (hard deadline)
Aug 3 — Next class date
Apr 8 — Michael working session (Wed)
Weekly — Michael meetings through April
Rest of the Week — Priority Stack
Priority
Task
Why
1
Kelsey meeting prep (tonight)
Highest-leverage meeting — could shape the MCTE role
2
Patty meeting prep (morning)
Executive sponsor visibility, Track 1 credibility
3
Account Closure Rise build
First finished deliverable — tangible proof of concept
4
CRM screenshot capture (4 missing)
Unblocks Account Closure completion
5
inForm portal screenshots (6 captures)
Unblocks second Articulate build
6
Verification storyboard completion
Keeps pipeline flowing
7
Michael working session (Wed 4/8)
Content sourcing momentum for Track 1
Assets to Have Ready
Staffing Business Case
Dual purpose: (1) shows efficiency/risk thinking in current role, (2) doubles as backfill plan if you move into MCTE. If Kelsey asks about transition logistics, this is your answer.
Onboarding Framework Spreadsheet
The 4-tab document is your strongest visual for Patty and can be referenced with Kelsey if needed.