Enablement Curriculum Builder

Goal

Produce a complete, role-specific enablement curriculum with sequenced modules, learning outcomes, and assessments that close identified skill gaps.

Trigger

When a new role needs onboarding content, a team has identified skill gaps, or existing enablement materials need a structured overhaul.

Steps

1. 1

   Using your connected tools (for example the HRIS, job leveling docs, recent performance reviews, or sales/CS role scorecards), gather everything relevant to $role: current responsibilities, expected competencies, known skill gaps, and any existing training materials. If no tools are connected, ask the user to paste the role description, gap assessment, and any relevant context.

   • □Role responsibilities and success metrics are identified
   • □Skill gaps or competency shortfalls are explicitly listed
   • □Existing training assets (if any) are surfaced
2. 2

   Analyze the gathered data to produce a prioritized gap map: rank each skill gap by business impact and time-to-proficiency urgency. Group related gaps into 3–6 thematic learning domains (e.g., product knowledge, discovery skills, objection handling, tool proficiency). Flag any gaps that require external SME input or certification.

   • □Gaps are ranked by impact and urgency
   • □Related gaps are clustered into 3–6 coherent domains
   • □Any gaps requiring external content or SMEs are flagged
3. 3

   Design the module structure. For each learning domain, define: module name, 1–2 sentence rationale, prerequisite modules (if any), recommended format (live workshop, async video, shadowing, practice drill), and estimated time to complete. Sequence modules so foundational knowledge precedes applied skills.

   • □Every domain maps to at least one named module
   • □Module formats match the learning type (concept vs. skill vs. behavior)
   • □Sequencing respects prerequisites
4. 4

   Write 2–3 measurable learning outcomes per module using action verbs (e.g., 'demonstrate,' 'explain,' 'apply'). Outcomes should be observable and tied directly to on-the-job performance, not abstract knowledge retention.

   • □Each outcome uses a measurable action verb
   • □Outcomes connect to real job tasks or KPIs
   • □No vague outcomes like 'understand' or 'be aware of'
5. 5

   Define one assessment method per module that validates the stated outcomes. Choose from: knowledge check (quiz), role-play scenario, live call review, work sample submission, or manager certification sign-off. Specify pass criteria (e.g., score threshold, rubric dimensions, or behavioral anchors) and what happens on a fail path (remediation loop).

   • □Each module has exactly one primary assessment type
   • □Pass criteria are explicit and measurable
   • □A remediation or retry path is defined
6. 6

   Compile the full curriculum into a structured document: an executive summary (role, gap summary, curriculum rationale), a module-by-module table (name, format, duration, outcomes, assessment), a recommended timeline for completion (e.g., 30/60/90-day ramp), and a list of content creation owners or SMEs needed to build each module.

   • □Executive summary is concise and stakeholder-ready
   • □Module table is complete with no missing fields
   • □30/60/90-day timeline is realistic for the role level
   • □Content owners are assigned per module

Output format

Return a structured curriculum document with: (1) an executive summary paragraph, (2) a module table with columns for module name, learning domain, format, duration, outcomes, and assessment, (3) a 30/60/90-day completion timeline, and (4) a content ownership roster. Use clear headers and bullet points. Keep tone professional and action-oriented.