September 2026 · 9 min read · 30 skills, free

AI for L&D and Corporate Training: 30 Claude Skills to Build Training That Changes Work

First you find the real need, before anyone says course, then get the know-how out of your experts. Then design the programme, build the materials, deliver it live, and make it stick at work. The last skills prove what changed and run the L&D desk.

01What these skills are

Corporate training programs, from the request to the evidence, as installable Claude skills

This is AI for L&D and AI for corporate training that starts from the performance problem, not the course: Claude drafts the analysis, the materials and the evaluation, and an expert signs off.

The skills follow the job in eight stages, in the order it happens: from the real need, before anyone says “course”, to proving what changed and running the L&D desk.

The red line: Claude drafts the learning and an expert signs it off. People learn by practising with other people, and no quiz, survey or role-play is ever used to grade, rank or build a case against a person.

Each skill is one named method or one artifact you walk away with, and ends with the decision a named person makes. It works from what you paste, with no LMS connector to install.

Legal, regulatory and accessibility-compliance points are marked “check with a qualified adviser” rather than answered.

Download all 30 skills

One zip: ready-to-install skill zips, readable SKILL.md files, and the evidence notes behind every method. Free, no signup. The same 30 skills live in our open repo, if you would rather read them before you install them.

Download the zip Browse on GitHub

Install in Claude Code

Two lines, and every skill in the pack loads at once.

/plugin marketplace add polar-bear-org/claude-skills
/plugin install ai-for-training-pack@polar-bear-skills

Using Claude on the web instead? Download the zip above and upload each skill from its install folder under Customize → Skills.

02The catalog

The 30 skills you get

The set follows the work, in eight stages: finding the real need, getting it out of the experts, designing the programme, building the materials, delivering it live, making it stick, proving what changed, and running the L&D desk.

1 · Find the real need

Training Request Intake

Use when: “We need a training by Friday” lands with the answer already chosen
Output: The intake questions, the business problem in one line, an “is it training?” triage, and a reply to the requester

Performance Gap Analysis

Use when: The manager, process or tools may be the cause, not a skill gap
Output: Desired versus actual performance, a cause table that separates skill and knowledge from information, tools, incentives and process, the non-training options, and a recommendation

Training Needs Assessment

Use when: You need what a team actually lacks, not a yearly wish list
Output: Needs by role and task with the evidence for each, a priority table, and a clear split of what training can and cannot fix

Action Map

Use when: The sponsor wants a course and you need “they will do”, not “they should know”
Output: One measurable goal, the observable actions, why they are not happening, the practice activities, and the minimum information people need

2 · Get it out of the experts

SME Interview Guide

Use when: The expert gives you the standard workflow but solves real cases by intuition
Output: An incident-based interview plan, then the notes structured into decision points, a common-mistakes list, exceptions and scenario seeds

Content Triage

Use when: The SME says learners need to know everything and sends the whole slide deck
Output: A must-do, must-know, look-up and cut table, the job aid candidates, and a cut list with reasons the SME can accept

SME Review Plan

Use when: Six departments review one course and the revisions never end
Output: Who reviews what at each gate, one named decider, the rounds and dates, a feedback log, and a change rule for late requests

3 · Design the programme

Learning Objectives

Use when: The only objective is “understand the topic”
Output: Observable verbs at the right Bloom's level, a condition and a criterion for each objective, and rewrites of “awareness only” goals

Instructional Design Document

Use when: Nobody sees the design decisions behind a course
Output: The audience and need, the strategy, practice and a check per objective, the evaluation, every design decision with its rationale, and a sign-off block

Curriculum Map

Use when: A programme has grown module by module and nothing connects
Output: Modules by objective, activity, check and format — live, e-learning, on the job — a sequence from simpler to harder whole tasks, and a learning path

4 · Build the materials

Scenario-Based Learning

Use when: People finished every module and still cannot make the call on the job
Output: Decision scenarios drawn from real mistakes, branches with their consequences, and feedback for every choice

E-Learning Storyboard

Use when: The build starts from slides and ends as a knowledge dump with voiceover
Output: Screen-by-screen text, visuals, interactions and narration, accessibility notes, and the objective each screen serves

Knowledge Check

Use when: An AI can answer your quiz from a screenshot and it proves nothing
Output: Scenario questions per objective, distractors built from real mistakes, feedback for every option, and low-stakes retake rules

Job Aid

Use when: People need the answer mid-task, not a 30-minute module
Output: A checklist, decision table or one-page flow, where it lives in the workflow, and who updates it and when

AI Content QA Checklist

Use when: AI drafted the course, AI reviewed it, and no human checked it teaches anything
Output: Accuracy traced to an approved source, objective alignment, accessibility checks, a myth and bias scan, the update owner, and the SME sign-off record

5 · Deliver it live

Session Plan

Use when: A virtual session competes with email and chat from minute one
Output: A timed flow — open, recall, show, practise, apply — activities and materials per segment, and a scripted first five minutes

Facilitator Guide

Use when: Trainers are told to read the SOP aloud from slides
Output: Cues and key points per segment, questions to ask with what a good answer sounds like, activity setup instructions, timing flex, and what-if notes

Role-Play Training

Use when: People sit through role-play, meet real customers, and you hope it stuck
Output: Learning points, role cards, a good and a poor model example, observer notes that go only to the learner, and debrief questions

Train-the-Trainer Kit

Use when: The programme depends on facilitators who each need to learn it first
Output: A teach-back plan, practice rounds that rise in difficulty, delivery notes per module, and a readiness conversation guide with no score

6 · Make it stick

70-20-10 Plan

Use when: The programme is all classroom and nothing happens back at work
Output: On-the-job assignments, coaching and peer learning, and the formal pieces, for a role or a programme

Spaced Repetition Plan

Use when: People forget a 60-minute course within weeks
Output: Retrieval prompts at widening gaps, 5-minute micro-units, and the schedule and channel

Manager Follow-Up Kit

Use when: Learners go back to a manager who never asks what they learned
Output: Before and after conversation guides, the first on-the-job task, check-in dates, and a barrier log

Onboarding Training Plan

Use when: Ramp-up drags on and stakeholders blame the talent
Output: A week-by-week learning path, the real tasks a new hire must handle, buddy sessions, and sign-off by doing the task with a person

7 · Prove what changed

Kirkpatrick Evaluation Plan

Use when: Leadership sees a high completion rate and moves on
Output: The targeted Level 4 result and its leading indicators, the critical behaviours and required drivers, the Level 2 and Level 1 checks, and a data source, owner and date for every measure

Training Evaluation Form

Use when: The smile sheet says everyone loved it and tells you nothing
Output: Questions on relevance, confidence to apply and after-training support, open prompts on barriers, and an aggregate summary that rates the programme, never the trainer

Success Case Study

Use when: You need evidence of use on the job, not more survey scores
Output: A short survey on where the training was used and where it stalled, an interview guide for volunteers, anonymous case write-ups with evidence, and a barrier list across cases

Training ROI Estimate

Use when: The budget holder asks what the programme returned
Output: The benefits and how the programme's effect was isolated, the money conversion with a source for every value, the full costs, and a conservative ROI range with caveats and intangibles

8 · Run the L&D desk

Training Plan

Use when: One person must build two programmes at once
Output: Programmes ranked against business goals, a capacity and budget check, a quarterly calendar, and a not-this-year list

ADDIE Project Plan

Use when: The brief lands Thursday and the programme is due Monday
Output: Phases with deliverables and owners, review gates, durations from your own past projects, SAM iterations where they fit, and a scope line for the deadline

Compliance Training

Use when: Compliance is a box to tick and quiz records are kept as evidence against people
Output: The few decisions that matter per rule, scenario checks with feedback, a refresh cadence, and a record-use statement, with legal points marked “check with a qualified adviser”

03How to use it

Pick the workflow that matches your week

No fixed order. Bring one live piece of work and open the skill that matches where it is stuck.

Find the real need

Someone asked for a course by Friday.

Training Request Intake
Performance Gap Analysis
Action Map

Get it out of the experts

The know-how is in an expert's head, or in a slide deck.

SME Interview Guide
Content Triage
Learning Objectives
Instructional Design Document
Curriculum Map

Build the materials

The design is signed off and the materials come next.

Scenario-Based Learning
E-Learning Storyboard
Knowledge Check
Job Aid
AI Content QA Checklist

Deliver it live

It has to work in a room.

Session Plan
Facilitator Guide

Make it stick

The session is over and people are back at work.

70-20-10 Plan
Spaced Repetition Plan
Manager Follow-Up Kit

Prove what changed

Plan it before launch, so you know what to look for.

Kirkpatrick Evaluation Plan
Training Evaluation Form
Success Case Study
Training ROI Estimate

04Setup guide

Install it in five minutes

In Claude Code · two lines

/plugin marketplace add polar-bear-org/claude-skills
/plugin install ai-for-training-pack@polar-bear-skills

In Claude.ai or Claude Desktop · seven clicks

Download the pack, then open Settings
Unzip the pack: its skills folder holds all 30 skills. In Claude, click your name at the bottom left, then Settings.
Download the zip
Open Skills and click Add
Under Customize, choose Skills. Click Add, then Upload a skill.
Drop in a skill file
Drag the skill's file into the box, or click to browse. You can add several at once.
Pick the skill from the pack
In the pack folder, open skills, then the skill you want, and select its SKILL.md — ld-training-request-intake is a good first one.
Check the preview and upload
Claude shows the skill's name and what it does. Click Upload.
Make sure it is switched on
The skill opens on its own page. Its toggle should be on.
Try it in a new chat
Type / and the skill's name, then say what you need.

Then try one

Run ld-training-request-intake on this request email: [paste it here]

Run ld-content-triage on the slide deck I was sent: [paste its content here]

Run ld-training-roi. The figures finance gave me: [paste them here]

Lantern for L&D

Turn your training sessions into posts learners come back to

Lantern drafts a week of posts from your notes and call transcripts, in your voice. You review them and publish the ones you like.

100 free credits, about ten posts. No card needed.

Try for free

05Quick reference

Where to start

Your situation	Skill to run
Need to answer a training request?	Training Request Intake
Need to know if training is even the fix?	Performance Gap Analysis
Need what a team actually lacks, by role?	Training Needs Assessment
Need to turn “a course” into actions on the job?	Action Map
Need the real decisions out of an expert?	SME Interview Guide
Need to cut an overloaded content dump?	Content Triage
Need objectives you can observe?	Learning Objectives
Need practice that looks like the job?	Scenario-Based Learning
Need help at the moment of the task?	Job Aid
Need a live session that holds attention?	Session Plan
Need people to remember it in a month?	Spaced Repetition Plan
Need an evaluation plan before launch?	Kirkpatrick Evaluation Plan

06Standards

The quality bar

Every skill in the pack holds the same standard, the one we hold when we train our own people:

Every skill asks what you have first, and works from a minimum when you have little, marking the result as a first draft
Every method is named and attributed to its originator through a public source, and its real mechanics drive the steps
Every output has a fixed shape and ends with the decision a named person makes, and by when
No invented numbers: thresholds, costs and targets stay as [placeholders] until you set them
Needs are analysed at role and task level, never by rating named people, and survey results are reported in aggregate with small groups suppressed
Legal, regulatory and accessibility-compliance points are marked “check with a qualified adviser”, never stated as advice
The red line: Claude drafts the learning and an expert signs it off — people learn by practising with other people, and no quiz, survey or role-play is ever used to grade, rank or build a case against a person

07FAQ

Questions people ask

What is in the AI for L&D and Corporate Training pack?

30 Claude skills that follow the L&D job in eight stages: find the real need, get it out of the experts, design, build, deliver, make it stick, prove what changed, and run the L&D desk. Each skill is one named method or one artifact.

How do I install these Claude skills?

In Claude Code, two lines install all 30 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.

Will the quizzes be used to grade people?

No. Claude drafts the learning and an expert signs it off. People learn by practising with other people, and no quiz, survey or role-play is ever used to grade, rank or build a case against a person.

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.

08Who made this

Lantern, by Polar Bear

These skills were written by Polar Bear, a people ops consultancy that runs its own company on Claude. The pack is free, and the same skills are open on GitHub.

Lantern is Polar Bear's content workspace. It turns your notes, documents and call transcripts into drafts for LinkedIn and other networks. You review them and publish the ones you like.