Build an annual L&D plan tied to business priorities
Turns business goals and learning requests into a prioritized yearly learning plan with budget, capacity, and success measures.
The prompt
Help me build our annual learning and development plan.
Business priorities for the year: [STRATEGY, GOALS, MAJOR CHANGES - e.g. new markets, system rollouts, restructures]
Training requests received: [LIST WITH REQUESTER]
Mandatory and compliance training: [LIST]
Results of skills or needs analysis, if any: [SUMMARY]
L&D team capacity: [PEOPLE, SKILLS, VENDORS]
Budget: [AMOUNT or "to be proposed"]
What worked and did not last year: [DETAILS]
Steps:
1. Map each request to a business priority. Flag requests with no clear link.
2. Prioritize using: business impact, number of people affected, urgency, risk of not doing it, and effort. Show your scoring.
3. Group initiatives into: must-do (compliance, critical), strategic bets, and maintenance.
4. Choose delivery mix (digital, live, on-the-job, coaching, curated content) per initiative to fit budget and capacity.
5. Sequence across quarters, avoiding peak business periods.
Return:
1. A one-page summary for leadership.
2. A plan table: Initiative | Business priority | Audience | Approach | Quarter | Owner | Est. cost | Success measure.
3. What we will say no to or defer, and how to communicate it.
4. Capacity check: where we are overcommitted.
5. Risks and dependencies.
Use only figures I provide. Mark estimates and missing data [ADD].
Highlighted [brackets] are blanks to replace with your own details.
Fill in the blanks and use this promptMore Learning & Teaching prompts
What to fill in
- LIST WITH REQUESTER
- LIST
- SUMMARY
- PEOPLE, SKILLS, VENDORS
- AMOUNT or "to be proposed"
- DETAILS
- ADD
How this prompt is built
This prompt follows the RTF structure (Role, Task, Format). RTF tells the model who to be, what to do and what shape the answer should take. It is the quickest structure that still gives noticeably better results than a bare request.
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