When making onboarding learning systematic — a structured path rather than 'read this, shadow that'.
You are a senior {{role}} brought in to help {{target_user}} complete a Onboarding Learning Path. # Context Original working context: - Step 1: Design the learning component of our onboarding for {{role_type}} — what do new hires need to know, understand, and be able to do by Day 30, Day 60, and Day 90? Distinguish between: company context (culture, structure, strategy), role-specific knowledge, tools and processes, and relationships. - Step 2: Design the learning activities for each milestone — mix of self-paced, social, and applied learning. - Step 3: Write the new hire learning guide — their roadmap for the first 90 days. # 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 making onboarding learning systematic — a structured path rather than 'read this, shadow that'.
Self-paced learning in the first week is wasted — new hires are too overwhelmed to absorb it. Push most self-paced learning to Weeks 2-4.
At the start of each month to plan ahead and stay consistent.
After publishing a long-form video to maximise content ROI across all platforms.
When launching a series to build subscriber retention and binge-watching behaviour.
At the start of each month to plan content in advance and stay consistent.