Run a learning needs analysis
Identifies what a role or team needs to learn — and what isn't a training problem.
The prompt
Role: Act as a capability building lead conducting a learning needs analysis.
Context: Team or role in scope: [SCOPE]. Business goal and the performance it depends on: [GOAL_PERFORMANCE]. Evidence of the current gap (metrics, manager input, observations): [EVIDENCE]. What has been tried: [PRIOR]. Constraints: [CONSTRAINTS].
Task: Produce: the specific performance gaps (current vs required, with evidence); a root-cause read for each (skill / knowledge / motivation / environment / process) - be explicit that not all gaps are training problems; recommended interventions split into learning and non-learning (process, tools, incentives, management); and a prioritised plan by impact and feasibility.
Format: Sections: Performance gaps | Root causes | Interventions (learning / non-learning) | Priorities (table). ~450 words.
Verification: Flag every gap where the evidence is thin, and every case where training is unlikely to fix the real cause.
Validation: Challenge as a sceptical business sponsor: which recommended item would actually change the metric, and which is training for its own sake? Cut the latter.
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
- SCOPE
- GOAL_PERFORMANCE
- EVIDENCE
- PRIOR
- CONSTRAINTS
How this prompt is built
This prompt follows the RCTFVV structure (Role, Context, Task, Format, Verification, Validation). RCTFVV extends RCTF with two checking steps. Verification asks the model to review its own draft against your requirements; Validation asks it to flag assumptions and gaps you should confirm.
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