A good development plan answers three questions: what does this person need to do better, what should they learn, and where can they practise it? It also gives managers a simple way to support that growth and review progress.
These four AI prompts help you create team plans, build manager support, design an AI skills pilot and turn individual feedback into practical learning activities.
They are part of our AI prompts for L&D outcomes collection. Use them with your organisation’s approved AI tool, adding your own context and checking the response against the realities of the work.
Build a team development plan
When a team struggles with part of its work, a development plan needs to explain what better performance would look like. That gives you a starting point for identifying relevant skills, choosing learning activities and arranging opportunities to practise.
This prompt helps you draft a plan around a specific performance problem, with responsibilities, manager support and evidence to review along the way.
What to gather: The team’s responsibilities, evidence of the performance problem, the desired result, available resources and realistic time commitments.
Copy and paste this prompt:
Draft a practical team development plan to address this performance problem.
Team, roles and responsibilities: [insert].
What the team is struggling with and the available evidence: [paste].
Desired business result, relevant KPI and current performance: [insert].
Timeframe, available learning resources, team capacity and manager time: [insert].
Identify up to three capabilities that could influence the result. For each, describe what better performance would look like in observable workplace behaviour.
Check whether the evidence points to a learning need or to other barriers, such as unclear expectations, processes, tools or resources. Flag gaps we still need to validate.
Create a sequenced team development plan showing:
– The capability and behaviour to improve.
– Suitable learning activities.
– Real work opportunities to practise.
– Manager coaching, feedback and reinforcement.
– Responsibilities, timing and realistic time commitments.
– Evidence to review before and after development.
Where the supplied evidence shows different needs across the team, explain how to adapt the plan. Mark unknown baselines and targets as “to agree”.
Finish with a short team briefing explaining the purpose of the plan and how progress will be reviewed. Account for other factors that could affect the business result.
How to use the response: Review the proposed capabilities with the team and its manager. Check that the activities fit the work, the time commitments are achievable and people will have opportunities to practise. Agree how any barriers outside the team’s control will be addressed.
Equip managers to make development effective
“Managers are not stakeholders. They are the performance engine.” said Harry Chapman-Walker, CEO of Kallidus.
Supporting the performance engine of your learning requires a routine that fits the manager’s available time. This prompt helps you create one, with practical coaching questions, observation points and shared responsibilities.
What to gather: The development goal, the behaviours you want to improve and the time the manager can realistically commit.
Copy and paste this prompt:
Create a practical four-week manager routine to support this development goal.
Team and desired business outcome: [insert].
Behaviours to improve: [insert].
Manager time available: [insert].
Produce a one-page guide covering how to identify gaps, agree a practice opportunity, give useful feedback and review workplace progress. Include three coaching questions and a simple observation checklist.
Keep the routine realistic within the available time. Define what the manager, employee and L&D team each own, and what evidence would show progress.
How to use the response: Ask the manager to check whether the routine fits existing conversations and working patterns. Agree the first practice opportunity with the employee and schedule a review. Use observations to adjust the support as development progresses.
Make AI skills development deliver a useful result
An AI skills programme needs a clear answer to one question: which part of the work should improve?
Tool usage and training attendance tell you whether people are participating. Assessing the value of development also means examining what happens to the time, quality and risk involved in completing a task.
This prompt helps you design a small pilot around one use case, identify the skills people need and decide how to assess the result.
What to gather: The team and task, approved AI tools, existing performance measures and relevant policies or boundaries.
Copy and paste this prompt:
Design a small AI skills pilot around a measurable improvement in work.
Team, task and approved AI tools: [insert].
Current time, quality, error or rework measures: [insert].
Relevant policies and boundaries: [insert].
Choose one use case and define its intended business result. Identify the skills people need to use AI, evaluate outputs, recognise limitations and escalate problems.
Create a before-and-after evaluation covering time, quality, rework and risk. Include checks for whether work has simply shifted elsewhere.
Distinguish capacity released from cash savings. Set criteria for continuing, adapting or stopping the pilot.
How to use the response: Review the proposed use case with the people doing the task and those responsible for its quality. Confirm how you will collect baseline evidence and check outputs. Agree the criteria for continuing, adapting or stopping before the pilot begins.
Turn feedback into a personal learning plan
Feedback can point towards a development need while leaving the next step unclear. Comments such as “be more confident” or “improve your communication” need translating into something you can work on.
This prompt helps you interpret the feedback, identify what to clarify and create a manageable plan grounded in your everyday responsibilities.
What to gather: Your role, the feedback you received, what you want to improve and the time and resources available.
Copy and paste this prompt:
Help me turn this feedback into a practical personal learning plan.
My role and main responsibilities: [insert].
Feedback I have received: [paste].
What I want to do better at work: [insert, or help me define this].
Timeframe, time available and learning resources I can access: [insert].
Identify up to three development priorities. Explain what each piece of feedback suggests, where its meaning is unclear and what I should clarify with the person who gave it. Do not assume that every comment establishes a skills gap.
Draft a learning plan showing, for each priority:
– The specific behaviour or task I want to improve.
– What I should learn and a suitable way to learn it.
– A real work task where I can practise.
– Who could provide feedback or support.
– What evidence would show progress and when to review it.
Sequence the activities within my available time. Include a short message I can use to agree the plan with my manager. Do not invent course titles or resources.
How to use the response: Clarify any vague feedback with the person who gave it. Discuss the proposed priorities with your manager and choose a realistic starting point. Confirm that suggested resources exist and agree who can observe your progress or provide useful feedback.
Put the plan to work
Agree responsibilities, make room for practice and set a date to review what has changed. Keep the plan useful by adjusting activities and support as you learn more.
If the underlying development need is still unclear, start with our AI prompts for training needs analysis and L&D planning. For help deciding what evidence to collect and how to explain the result, explore our AI prompts for measuring training effectiveness.
Kallidus intelligence, or K.i, connects learning, skills and performance around your business goals. Explore how that context can help you identify development priorities and connect learning to the improvements your organisation needs.
Or browse the full AI prompts for L&D outcomes collection.
Jace Allred
