Training that actually changes behavior.
Built in days, not months.

Interview your SME or have them write a rough brain dump of what someone needs to know. Feed this to Claude with a learning objective framework. Output: a structured curriculum outline with modules, learning objectives per module, and recommended learning activities. Time: 2 hours vs. 2 weeks.

For each module: define the concept, provide the SME input, and specify the learner profile. Claude produces: an explanation at two sophistication levels, 3 examples that fit your context, a common misconception to address, and a practice scenario. Facilitator deck, participant guide, and knowledge check come from the same pass.

Feed Claude: role description, 90-day success criteria, existing materials, and input from 3-5 people who have successfully done the role. Output: a 30-60-90 day learning plan with specific milestones, knowledge checks at each stage, and manager observation checkpoints.

Tell Claude the learning objective and the behavior you want to see in the workplace. It produces: multiple choice questions that test application (not recall), scenario-based questions with plausible distractors, and a short-answer question that reveals depth of understanding.

Clear learning objectives, SME brain dumps or existing content to draw from, learner profile (experience level, role context), and any organizational context that affects relevance (industry, terminology, workflows).

Claude cannot assess whether the training works - measurement and evaluation require human observation and data. Highly technical or regulated content (clinical, legal, financial) requires expert review. Generated scenarios may not match your actual workplace context without specific grounding.