# 40 Claude Skills for L&D, Stage by Stage: From the Training Request to the Report to Executives 40 Claude skills for the whole L&D job in eight stages, from questioning the training request to the pilot, the follow-up at work and the one-page report to executives. - Page: https://lantern.meet-polar-bear.com/skills/complete-guide-ld-pack - Download: https://lantern.meet-polar-bear.com/skills/complete-guide-ld-pack.zip - Source: https://github.com/polar-bear-org/claude-skills/tree/main/packs/complete-guide-ld-pack - Price: free ## Install in Claude Code ``` /plugin marketplace add polar-bear-org/claude-skills /plugin install complete-guide-ld-pack@polar-bear-skills ``` ## The 40 skills you get The set follows L&D work in eight stages: diagnose the need, work with the experts, design the learning, build and test, run the room, carry it into work, measure what changed, and lead L&D. ### 1 · Diagnose the need - **Question the Request** — use when: "We need a training by Friday" lands with the answer already chosen. Output: Intake questions, the business problem in one line, an "is it training?" triage, a reply with a next step and a date. - **Diagnose the Performance Gap** — use when: Every performance problem becomes a training request, whatever the cause. Output: Desired versus actual by task, a cause table, an option per cause, a recommendation that can say "no training". - **Prepare the Sponsor Conversation** — use when: A course will not fix it and you have to tell the person who asked for the course. Output: One page for the meeting: findings with evidence, the interest behind the request, options, likely objections, shared criteria, the agreement record. - **Assess the Training Needs** — use when: You need to know what a team lacks, not collect a wish list of course titles. Output: Needs by role and task with evidence, a priority table on your criteria, a "training cannot fix" list. - **Map the Actions** — use when: The sponsor wants a course and the expert sends a 147-slide deck. Output: One measurable goal, observable actions, why they are not happening, practice per action, minimum information, a cut list for the expert's material. ### 2 · Work with the experts - **Interview the Expert** — use when: The expert gives you the standard workflow and solves real cases by intuition. Output: Incident questions in three passes, decision points with the cue the expert noticed, common mistakes, exceptions, scenario seeds. - **Break Down the Task** — use when: The outline follows the manual's chapters and nobody listed what people in the role do. Output: Task list for one role, steps, decisions and standard per task, a difficulty, importance and frequency table, a call per task. - **Plan the Reviews** — use when: Six departments review one course and the revisions never end. Output: Who reviews what at each gate, one named decider, rounds and dates, a feedback log, a change rule for late requests. ### 3 · Design the learning - **Write the Objectives** — use when: The only objective on the brief is "understand the topic". Output: Objectives with an observable verb at the level the job needs, a condition and a criterion, rewrites of "awareness only" goals. - **Plan the Evaluation** — use when: Leadership sees a completion rate and nobody agreed what should change. Output: The result in the sponsor's words, leading indicators, behaviours with drivers and owners, learning and reaction checks, a source, owner and date per measure. - **Write the Design Document** — use when: Leaders think AI can do the job and nobody sees the design decisions. Output: Audience by role, strategy, practice and check per objective, every design decision with its rationale, what was left out, a sign-off block. - **Map the Curriculum** — use when: A programme has grown module by module and nothing connects. Output: Modules by objective, practice, check and format, orphan modules and objectives, a simple-to-hard sequence, the learning path. ### 4 · Build and test - **Write the Scenarios** — use when: New hires finished every module and still cannot make the call on the job. Output: Decision scenarios built from real mistakes, options that tempt, a consequence and feedback per choice, a path map, facts listed for the expert. - **Storyboard the E-Learning** — use when: The build starts from slides and ends as a knowledge dump with voiceover. Output: Screen-by-screen text, visual, narration and interaction, the objective per screen, accessibility notes, a cut list, a build brief for your authoring tool. - **Write the Knowledge Check** — use when: An AI can answer your quiz from a screenshot and it proves nothing. Output: Scenario questions per objective, distractors from real mistakes, feedback for every option, low-stakes retake rules, reporting by item only. - **Build the Role-Play** — use when: People sit through role-play, go out to real customers, and you hope it stuck. Output: Learning points, role cards, a good and a poor model, observer notes that go only to the learner, debrief questions, each learner's own goal. - **Check the AI Draft** — use when: AI drafts the course, AI reviews it, and no person checks that it teaches anything. Output: Every claim traced to an approved source or flagged, alignment row by row, five accessibility checks, a myth and bias scan, the expert sign-off record. - **Run the Learner Walkthrough** — use when: The course looked right in review and the first real learner got lost on screen three. Output: A plan for a handful of volunteers, tasks, think-aloud prompts, an observation sheet about the draft, a ranked issue list, the fix list and the release call. ### 5 · Run the room - **Plan the Session** — use when: A virtual session competes with email and chat from minute one. Output: A timed flow (open, recall, show, practise, apply), activities per block, a first five minutes on a real problem, slack shown, a transfer close. - **Plan the Group Work** — use when: The plan says "group discussion, 20 minutes" and the opener makes people cringe. Output: One activity card per practice block, an opener built on the work, a virtual variant, a fallback for a quiet room. - **Build the Training Slides** — use when: The deck is the SOP pasted onto slides and the trainer reads it aloud. Output: A slide-by-slide outline tied to the session blocks, one idea per slide, practice slides, what moves to a handout, speaker notes as prompts, a cut list. - **Write the Facilitator Guide** — use when: Another trainer has to run your session without reading slides aloud. Output: Purpose, cue and key points per segment, questions with what a good answer sounds like, activity set-ups, timing flex, four what-if notes. - **Plan the Pilot** — use when: The first full run is also the launch. Output: The questions the pilot must answer, a pass line written in advance, the pilot group, what is observed, the debrief, a change list, a launch, fix or stop call. - **Train the Trainers** — use when: The programme depends on facilitators who each need to learn it first. Output: Delivery learning points, a model run, a teach-back plan, practice rounds that rise in difficulty, delivery notes, a readiness conversation with no score. ### 6 · Carry it into work - **Build the Job Aid** — use when: People need the answer mid-task, not a 30-minute module. Output: A checklist, decision table or one-page flow chosen by task shape, where it lives in the workflow, the owner, the review date. - **Build the 70-20-10 Plan** — use when: The programme is all classroom and nothing happens back at work. Output: Real assignments per capability, coaching and peer learning tied to them, only the formal pieces they need, owners and check-in dates. - **Space the Practice** — use when: People can recite it in the room and freeze on a live case a month later. Output: Retrieval prompts built on real mistakes, 5-minute micro-units, widening gaps you set, the schedule and channel, results read by item only. - **Brief the Managers** — use when: Learners go back to a manager who never asks what they learned. Output: A before and an after conversation guide, the first on-the-job task, check-in dates in existing meetings, a barrier log about conditions. - **Plan the Onboarding** — use when: Ramp-up takes months and stakeholders blame the talent. Output: A week-by-week path built on the real tasks, practice before each live task, buddy sessions, sign-off by doing the task with a person. ### 7 · Measure what changed - **Write the Feedback Form** — use when: The smile sheet says everyone loved it and tells you nothing. Output: Four to six items with concrete answer options, open prompts on barriers, an aggregate summary template that rates the programme. - **Check Use on the Job** — use when: The sponsor asks "did anyone actually do anything with it?". Output: A short anonymous follow-up, the group-level work measures to read beside it, a guide for volunteer conversations, a barrier list, the limits of the evidence. - **Estimate the Training ROI** — use when: The budget holder asks what the programme returned. Output: The chain from application to impact, how the effect was isolated, money conversion with sources, full costs, a low and a high case. - **Report What Changed** — use when: Leaders ask whether it improved anything and the report shows completions. Output: One page for executives, bottom line first: what changed and how sure we are, the chain of evidence, what we cannot claim, the decision asked. - **Review the Programme** — use when: Evaluation data is filed and next year's priorities are set from the inbox. Output: Intended versus actual, why, what to keep and change, a keep, fix or retire call, the items for next year's plan. ### 8 · Lead L&D - **Plan the L&D Year** — use when: One person must build two programmes at once and every sponsor thinks theirs is first. Output: Programmes ranked against business goals, a capacity and budget line from your own days, a quarterly calendar, a visible not-this-year list. - **Make the Business Case** — use when: You must ask for budget before anything is built and the numbers are guesses. Output: One page in five parts, an assumptions table with low and high values and owners, what would change the answer. - **Brief the Vendor** — use when: The tool was chosen from a feature list and a polished demo. Output: A requirements brief, must-haves against nice-to-haves, a demo script on your own content, weighted selection criteria, the decision record. - **Plan the Build** — use when: The brief lands Thursday and the programme is due Monday. Output: Phases with a deliverable, an owner and a closing decision, review gates, durations from your own projects, a scope line, the risks to the date. - **Plan the Compliance Training** — use when: Compliance training is a box to tick and the quiz record is kept against people. Output: The few decisions each rule turns on, a scenario check per decision, a spaced refresh, a record-use statement, points for a qualified adviser. - **Set the Team AI Rules** — use when: Half the team uses AI quietly, the other half refuses, and nobody tells learners. Output: A use map by task, a never-put-in list, the check a person runs before anything ships, whose name is on the work, a disclosure line per output. ## Workflows - **Answer the request** (A training request lands with the answer already chosen.) Question the Request → Diagnose the Performance Gap → Prepare the Sponsor Conversation - **Get the real content** (The expert sent a 147-slide deck and the standard workflow.) Map the Actions → Interview the Expert → Break Down the Task → Plan the Reviews - **Design before you build** (The brief says “understand the topic” and nobody agreed what should change.) Write the Objectives → Plan the Evaluation → Write the Design Document → Map the Curriculum - **Build and test the draft** (Practice and checks to write, then a person and a few learners to try them.) Write the Scenarios → Storyboard the E-Learning → Write the Knowledge Check → Build the Role-Play → Check the AI Draft → Run the Learner Walkthrough - **Run the room** (A live session to plan, hand to another trainer and pilot before the launch.) Plan the Session → Plan the Group Work → Build the Training Slides → Write the Facilitator Guide → Plan the Pilot → Train the Trainers - **Carry it into work** (The programme is all classroom and nothing happens back at work.) Build the Job Aid → Build the 70-20-10 Plan → Space the Practice → Brief the Managers - **Report and plan the year** (Leaders ask what changed and next year’s priorities are due.) Check Use on the Job → Estimate the Training ROI → Report What Changed → Review the Programme → Plan the L&D Year → Make the Business Case ## The quality bar - One method, applied properly: each skill uses the real mechanics of its method (the levels, the passes, the gates, the table columns), not a generic “gather, analyse, recommend” - It tells you where it breaks: every skill says when not to use it and which skill in the guide fits instead - Same shape every time: a fixed output template, a short “done when” check, and a decision a named person makes - A person checks before it ships: facts are traced to sources an expert approved, a few learners try the draft, and a pilot runs against a pass line set in advance - No invented facts: no made-up results, retention figures, benchmarks, quotes or returns. Numbers are yours, or a placeholder in brackets - Programmes are evaluated, people are not: checks, role-plays, forms and pilots measure the programme, in aggregate, with small groups suppressed. Nothing scores, ranks or tracks a learner, a trainer or a manager - The red line: Claude drafts and checks, people decide: you talk to the learners, the experts and the sponsor, a named person signs off what gets built and what counts as proof, and nothing a learner does in training is used to grade, rank or build a case against them ## Questions people ask ### What is in the Complete Claude Guide for L&D pack? 40 Claude skills that follow the L&D job in eight stages: diagnose the need, work with the experts, design the learning, build and test, run the room, carry it into work, measure what changed, and lead L&D. Each skill is one action with its named method inside. ### How do I install these Claude skills? In Claude Code, two lines install all 40 at once. In Claude.ai or Claude Desktop, download the zip, open Settings, Skills, Add, and upload the skills you want. Either way it takes about five minutes. ### Do I need Claude Code to use them? No. The skills work in Claude.ai, Claude Desktop and Claude Code. In the app you upload them yourself; in Claude Code one command installs the whole pack. ### Do the skills work with ChatGPT or other assistants? They are built as Claude Skills, and installing them is a Claude feature. Each one is a plain Markdown file, so you can read it and reuse the method elsewhere, but it will not load and trigger by itself outside Claude. ### Does Claude grade or rank learners? No. Claude drafts and checks, people decide. A named person signs off what gets built and what counts as proof, and nothing a learner does in training is used to grade, rank or build a case against them. ### Is the pack free? Yes. It is free to use inside your company and in client work, and not for resale. There is no signup: the download and the install command are on this page. ## About Written by Polar Bear (https://meet-polar-bear.com/). Published on Lantern (https://lantern.meet-polar-bear.com/), which turns your notes, documents and call transcripts into social post drafts you review and publish.