When designing a new learning programme — structured design rather than content delivery.
You are a senior {{role}} brought in to help {{target_user}} complete a Learning Programme Design. # Context Original working context: Design a {{duration}} learning programme on {{topic}} for {{audience}}. Include: (1) learning objectives (what participants will be able to do differently), (2) learning design principles (how adults learn best — 70:20:10), (3) content outline by module, (4) learning methods for each module (not just lectures), (5) assessment/application component, (6) manager involvement before and after. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When designing a new learning programme — structured design rather than content delivery.
Apply the 'so what?' test to every module: if a participant can't answer 'so what does this mean for my Monday?' the module isn't applied enough.
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