Training deck outline
Design a training session around what learners must be able to do, with timed segments, practice activities and a check for understanding.
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1Generate the outline
Write outcomes as things learners will do ('log a refund in the CRM'), not things they'll 'understand'. Practice time is where learning happens; the prompt reserves at least a third of the session for it.
Design a {{duration_minutes}}-minute training session on {{topic}}. Learners: {{learners}} What they already know: {{prior_knowledge}} By the end, learners will be able to: {{learning_outcomes}} Output: 1. Session plan as a table: Time | Segment | Slides | Activity | Outcome it supports. At least one third of the time must be hands-on practice or discussion. No lecture segment longer than 10 minutes. 2. Slide outline: for each slide, a title and up to 3 bullets or one visual description. Fewer slides is better. 3. Practice activities: instructions learners will see, plus the facilitator's answer key. 4. Check for understanding: 5 scenario-based questions (not recall questions) with answers. 5. Job aid: a one-page cheat sheet learners keep after the session.
Example input
60-minute session for 12 support agents on refunds in the new CRM.
Example output
| 0-5 | Why this matters | 1-2 | Poll: worst refund you've handled | — | | 5-15 | Demo: finding an order and issuing a full refund | 3-6 | Follow along in sandbox | Outcomes 1, 2 | | 15-30 | Practice: 4 scenario cards in pairs | 7 | Pairs process cards in sandbox | 1-3 | Check question 3: "A customer wants a refund for one item in a three-item order paid with a gift card. What do you do?"
Troubleshooting
- Outline is lecture-heavy: lower the maximum lecture segment to 7 minutes and re-run.
Known limitations
- The model doesn't know your systems; check every procedure step against the real tool.