Design Training That Actually Changes Behavior

Create a knowledge assessment for a training program on [topic]. Audience: [describe]. The assessment should be: [pre-training diagnostic / post-training evaluation / certification exam]. Create: (1) 15 questions mixing: 5 multiple choice (test recall), 5 scenario-based (test application), and 5 short-answer (test synthesis), (2) an answer key with explanations for why each answer is correct, (3) a scoring rubric for short-answer questions, (4) a passing threshold recommendation, (5) how to use pre/post scores to measure training effectiveness, (6) accommodations for different learning needs.

Design a training evaluation plan using the Kirkpatrick model for [training program]. Audience: [describe]. Business goal: [describe]. For each level: Level 1 (Reaction): survey questions and timing. Level 2 (Learning): pre/post assessment approach. Level 3 (Behavior): how to measure on-the-job behavior change 30-60-90 days after. Level 4 (Results): business metrics to track and how to attribute improvement to training. Include: (1) specific tools and templates for each level, (2) data collection timeline, (3) who is responsible for each measurement, (4) how to present results to stakeholders.

Design a practical skills assessment for [skill]. This is for: [certification / competency verification / development planning]. The skill requires: [describe what proficiency looks like]. Create: (1) an observable performance checklist — specific behaviors to look for, (2) a realistic scenario or task the person must complete, (3) a rubric with 4 levels: novice, developing, proficient, expert — with specific behavioral descriptions for each, (4) assessor instructions — how to observe without interfering, (5) a feedback template for delivering results, (6) a development plan template for those who do not yet meet proficiency.

Create a post-training feedback survey that goes beyond "did you like it?" Training: [describe]. Duration: [length]. Format: [in-person/virtual/e-learning]. Create: (1) 10 questions covering: relevance to job, quality of facilitation, practical applicability, pace, and most/least valuable elements, (2) 2 open-ended questions that generate actionable improvement data, (3) a Net Promoter Score question adapted for training ("How likely are you to recommend this training to a colleague?"), (4) questions that predict behavior change (not just satisfaction), (5) timing — when to send for best response rates, (6) how to analyze and act on the results.

Design an internal certification program for [skill/role]. Audience: [who can pursue certification]. Business purpose: [why certification matters]. Create: (1) certification requirements — knowledge, skills, and experience criteria, (2) a learning pathway to prepare candidates, (3) assessment components — written, practical, portfolio, or combination, (4) recertification requirements (how to stay current), (5) governance — who evaluates, who decides, appeals process, (6) recognition — how certification is communicated internally and what it unlocks (pay, opportunities, title).

Design a 90-day onboarding program for [role]. Department: [describe]. Team size: [number]. Manager: [describe availability]. Create a phased plan: Days 1-7: orientation and setup — what happens each day. Days 8-30: learning phase — key knowledge, systems, processes, and initial projects. Days 31-60: contributing phase — increasing independence with check-ins. Days 61-90: performing phase — full responsibilities with support. For each phase: (1) specific milestones, (2) meetings to schedule (who, purpose, timing), (3) resources to provide, (4) check-in cadence with manager, (5) success criteria — how to know the new hire is on track.

Design an onboarding buddy program for new hires. Organization size: [number]. Average new hires per month: [number]. Current onboarding: [describe]. Create: (1) buddy role description — what they do and do not do (not a manager, not a trainer), (2) buddy selection criteria — who makes a good buddy, (3) a buddy training session outline (30-60 minutes), (4) a week-by-week guide for buddies — what to cover when, (5) conversation starters for the first 5 buddy meetings, (6) how to measure buddy program effectiveness, (7) recognition for buddies — how to make it desirable, not burdensome.

Design a remote onboarding experience for [role]. The new hire is [fully remote / hybrid]. Team is [distributed/mostly in-office]. Equipment: [company ships laptop or BYOD]. Create: (1) a pre-start checklist — what to ship, set up, and communicate before day one, (2) day-one virtual schedule — make them feel welcome, not abandoned, (3) a week-one plan with virtual coffee chats, team introductions, and system walkthroughs, (4) strategies to prevent isolation in the first month, (5) virtual team-building touchpoints throughout the 90 days, (6) technology setup guide they can follow independently, (7) how the manager maintains connection without micromanaging.

Create a manager's checklist for onboarding a new team member. Role: [describe]. This is for the hiring manager, not HR. Create: (1) pre-arrival tasks — desk/equipment, team communication, first-week schedule, buddy assignment, (2) day-one agenda from the manager's perspective, (3) first-week meetings to schedule — include stakeholders, cross-functional partners, skip-level, (4) 30-60-90 day conversation guides — what to discuss at each check-in, (5) red flags to watch for that indicate the onboarding is not working, (6) what to delegate to HR/buddy vs what only the manager should do.

Design a self-service onboarding content library for [organization/department]. New hires need to learn about: [list key topics — company, product, processes, tools, culture]. Create: (1) a content outline organized by topic with priority order (what to learn first), (2) for each topic: format recommendation (video, doc, interactive, shadowing), ideal length, and who should create it, (3) a "getting started" learning path that guides new hires through content in the right order, (4) knowledge checks after key sections, (5) an FAQ section built from questions previous new hires asked, (6) a maintenance plan — who updates content and how often.

Create a storyboard for an e-learning module on [topic]. Duration: [minutes]. Tool: [Articulate/Captivate/Rise/Canva/other]. Audience: [describe]. For each slide/screen: (1) visual description — layout, images, graphics, (2) on-screen text (concise — not paragraphs), (3) narration script if audio is included, (4) interactions — click, drag, hover, quiz, (5) navigation notes — linear or branching. Include: an engaging opener, content screens, practice activities, knowledge check, and summary. Follow multimedia learning principles (Mayer): no walls of text, meaningful graphics, segmented content.

Write a script for a [3/5/10]-minute training video on [topic]. Style: [talking head / screencast / animated / mixed]. Audience: [describe]. The script should: (1) hook viewers in the first 10 seconds (why should they care?), (2) present content in 2-3 clear segments with visual transitions, (3) use conversational language — spoken, not written, (4) include visual direction in brackets [show diagram, cut to screen recording, display bullet points], (5) embed one interactive pause ("pause the video and try this"), (6) end with a clear summary and next action. Include estimated timing for each section.

Design a gamification strategy for a training program on [topic]. Audience: [describe — age range, tech comfort, motivation level]. Program duration: [weeks]. Current engagement problem: [describe]. Create: (1) game mechanics to use — points, badges, leaderboards, levels, challenges, streaks (choose what fits, not everything), (2) how each mechanic connects to a learning objective (not just fun), (3) a progression system that maintains motivation over the full duration, (4) social elements — competition, collaboration, or both, (5) rewards structure — intrinsic and extrinsic, (6) implementation plan — what technology is needed. Avoid: gamification that rewards completion over comprehension.

Help me organize our LMS for [organization]. LMS platform: [name or "choosing one"]. Number of users: [number]. Content types: [courses, videos, documents, etc.]. Create: (1) a content taxonomy — how to organize courses into categories and learning paths, (2) a naming convention for courses (consistent, searchable), (3) user role definitions — learner, manager, admin, instructor, (4) mandatory vs optional training setup with deadline management, (5) reporting dashboards — what metrics to track for learners, managers, and L&D, (6) a launch communication plan to drive adoption. Keep it simple — over-complicated LMS structures kill adoption.

Audit my training materials for accessibility. Materials include: [describe — slides, videos, e-learning, handouts, LMS content]. Standards I need to meet: [WCAG 2.1 / Section 508 / ADA / company policy]. Create: (1) an accessibility checklist specific to training materials, (2) for each material type, the most common accessibility failures and how to fix them, (3) captioning and transcript requirements for video/audio, (4) how to make interactive e-learning accessible (keyboard navigation, screen reader compatibility), (5) accommodation strategies for live training (visual, hearing, cognitive, physical), (6) a testing protocol to verify accessibility before launch.