100 Must-Use Prompts + Top 5 Mega Prompts for Professional Trainers, selected for those who work in the training industry.
100 Must-Use Prompts + Top 5 Mega Prompts can be used with ChatGPT or other Generative AI. These Prompts will help people working in the lecturer or trainer line to work easier, more efficiently and save many times over. These 100 Must-Use Prompts can be used with the free version of ChatGPT. There is no need to pay to subscribe to the Pro version. Hopefully, this will be a starting point for all 100 Must-Use Prompts + Top 5 Mega Prompts for Professional Trainers to dare to open their minds and try using ChatGPT.
I. Training Content Development
- “Develop an interactive workshop outline on [topic] with activities that encourage learner participation.”
- “Create a training curriculum for [skill] focusing on both beginner and advanced learners.”
- “Draft a training plan for new hires that incorporates hands-on activities and theoretical content for [topic].”
- “Design a 60-minute training module with quizzes and discussions on [specific task].”
- “Create training materials that balance multimedia presentations and written guides on [topic].”
- “Develop a workshop on best practices for [topic], including real-world examples.”
- “Prepare a training guide that includes step-by-step instructions for completing [process/task].”
- “Create a training plan on [topic] with a focus on compliance and regulatory requirements.”
- “Design a blended learning program that combines online content with in-person sessions.”
- “Prepare a list of essential resources for trainees to reference after completing the course on [topic].”
- “Create a case study-based module for [specific skill], allowing learners to apply knowledge in practical scenarios.”
- “Develop training handouts that summarize key points from the session on [topic].”
- “Prepare a module that incorporates industry standards and company-specific processes in [task].”
- “Create a self-paced learning guide on [topic] with checkpoints for progress evaluation.”
- “Design an onboarding program for new employees that covers both company culture and job-specific skills.”
- “Draft a session plan for a refresher course on [topic], emphasizing updated methodologies.”
- “Prepare a step-by-step tutorial on using [software/tool], ensuring beginners can follow along easily.”
- “Create a training script for [topic] that outlines talking points and demonstration steps.”
- “Design a visual presentation for explaining complex concepts in [topic].”
- “Create a training session with role-playing exercises to reinforce learning on [specific skill].”
II. Engagement and Interactive Learning
- “Start the training with a thought-provoking question: ‘How would you handle [specific scenario]?’”
- “Ask participants to share examples of challenges they’ve faced related to [topic] and discuss solutions.”
- “Organize a group activity where teams must work together to solve a case study on [topic].”
- “Set up breakout sessions for smaller groups to discuss their understanding of [topic] and report back.”
- “Create a real-time quiz on [topic] to assess immediate understanding during the session.”
- “Incorporate gamification by awarding points for correct answers or participation during the training.”
- “Have participants brainstorm innovative approaches to [problem], and present their ideas to the group.”
- “Use a live poll to gauge participants’ confidence levels in applying [skill] before and after training.”
- “Encourage a roundtable discussion on how [industry trend] will impact the participants’ roles.”
- “Assign participants to lead a mini-session on a subtopic of the training, fostering peer learning.”
- “Create a debate around two opposing strategies for solving [problem], encouraging critical thinking.”
- “Set up a role-playing exercise where participants act out customer service scenarios based on [topic].”
- “Ask participants to work in pairs to teach each other a specific skill from the training.”
- “Use a whiteboard or virtual board to map out participants’ ideas on improving [process].”
- “Have participants write down their biggest takeaway from the training and share it with the group.”
- “Host a Q&A session at the end of each module to address lingering questions and clarify doubts.”
- “Create a collaborative task where participants must solve a real-world problem using the skills learned.”
- “Incorporate a hands-on exercise where participants must demonstrate their understanding of [topic].”
- “Ask participants to provide feedback on each other’s performance during the hands-on activities.”
- “Assign a reflection activity where participants note down how they will apply what they’ve learned in their work.”
III. Assessment and Evaluation
- “Develop a post-training survey to evaluate the effectiveness of the session on [topic].”
- “Create a scenario-based exam where participants must apply the concepts learned during training.”
- “Design a peer-assessment activity where participants give feedback on each other’s application of [skill].”
- “Prepare a practical test where participants must demonstrate their proficiency in [specific task].”
- “Create a rubric to evaluate the quality of participants’ projects or presentations on [topic].”
- “Set up a competency assessment to measure participants’ skills before and after training on [topic].”
- “Design a 360-degree feedback system where participants receive input from peers and trainers on their performance.”
- “Create a reflective exercise where participants assess their own learning progress and areas for improvement.”
- “Develop a hands-on skills assessment for participants to demonstrate their mastery of [process].”
- “Prepare an action plan template for participants to outline how they will apply their learning to their roles.”
- “Organize a practical test that simulates real-world challenges participants might face in [specific role].”
- “Design a group project where participants collaborate to solve a case study related to [topic].”
- “Prepare a knowledge check at the end of each session to assess retention of key concepts.”
- “Create a checklist of objectives participants should meet by the end of the training.”
- “Develop a series of questions for participants to answer during self-study on [topic].”
- “Set up a final exam that includes multiple-choice, short answer, and scenario-based questions.”
- “Create a feedback form for participants to share how well they felt the training prepared them for real-life applications.”
- “Prepare a group discussion to assess whether participants can apply what they’ve learned in team settings.”
- “Develop an end-of-course project that requires participants to use all skills covered during the training.”
- “Organize an exit interview where participants share what they’ve learned and how they’ll apply it.”
IV. Coaching and Development
- “Guide participants in creating personal development plans based on their learning goals from the session.”
- “Set up one-on-one coaching sessions to address specific challenges participants may have with [skill].”
- “Offer constructive feedback to participants on how they can improve their approach to [task].”
- “Encourage participants to set SMART goals for applying what they’ve learned in their work.”
- “Develop a mentorship program pairing experienced employees with new learners to continue their development.”
- “Provide regular coaching sessions to track participant progress in applying new skills.”
- “Guide participants through a reflection exercise where they evaluate their strengths and weaknesses.”
- “Help participants create an action plan for continuous learning and skill improvement after training.”
- “Create a feedback loop where participants can regularly check in with trainers for guidance.”
- “Develop a coaching session plan to help participants troubleshoot common challenges in [specific task].”
- “Encourage peer-to-peer feedback during training exercises to foster collaborative learning.”
- “Set up periodic check-ins to assess participants’ application of skills in the workplace.”
- “Create a guide for participants on how to seek feedback from colleagues and supervisors.”
- “Prepare a reflection activity where participants identify areas where they need further development.”
- “Offer tailored coaching for participants struggling with specific concepts or tasks from the training.”
- “Provide participants with personalized feedback and recommendations for further reading or learning.”
- “Develop a coaching session on how to manage time and productivity when applying new skills.”
- “Organize follow-up sessions where participants share their success stories in applying their new skills.”
- “Set up a system for participants to track their own progress and achievements after the training.”
- “Create a post-training support group where participants can continue to collaborate and share insights.”
V. Specialized Training Scenarios
- “Design a training session on leadership skills, focusing on decision-making and team management.”
- “Prepare a session on effective communication for cross-functional teams working on [specific project].”
- “Develop a technical training program on using [software/tool] for advanced users.”
- “Create a workshop on conflict resolution and mediation for managers in [specific industry].”
- “Organize a session on time management strategies for employees in fast-paced environments.”
- “Develop a training module on emotional intelligence and its role in team dynamics.”
- “Prepare a session on workplace diversity and inclusion, tailored to different cultural backgrounds.”
- “Create a crisis management training plan for teams dealing with emergency situations.”
- “Develop an advanced training session on project management methodologies like Agile or Scrum.”
- “Organize a session on how to build high-performing teams through collaboration and trust.”
- “Prepare a workshop on cybersecurity best practices for employees handling sensitive data.”
- “Design a training program on public speaking and presentation skills for senior leaders.”
- “Develop a session on how to innovate within traditional business frameworks.”
- “Prepare a training module on customer service excellence, focusing on empathy and problem-solving.”
- “Create a workshop on how to handle difficult clients or challenging work environments.”
- “Develop a session on data-driven decision-making for managers in [specific industry].”
- “Organize a training day on workplace safety, including practical drills and simulations.”
- “Prepare a session on mental health awareness in the workplace, focusing on stress management.”
- “Design a training session on emergency procedures with hands-on drills for fire evacuation and safety protocol adherence.”
- “Create a workshop on stress management, focusing on mindfulness exercises, recognizing burnout, and offering mental health resources.”
Top 5 Mega Prompts
Mega Prompt 1 : Comprehensive Training Program Development
“You are a professional trainer designing a comprehensive training program on [specific topic] for both new hires and experienced professionals. The program should include:
- A 60-minute introductory session covering foundational concepts.
- Hands-on exercises to ensure practical understanding.
- Engaging discussion questions that foster group collaboration and critical thinking.
- A post-training assessment (quiz + scenario-based evaluation) to measure knowledge retention.
- Feedback forms for participants to evaluate the effectiveness of the training and share their learning experiences.
- A follow-up module that participants can complete on their own time to deepen their understanding of [topic].”
Mega Prompt 2: Blended Learning Program
“Create a blended learning program for a diverse group of learners on [topic]. This program should:
- Combine online self-paced learning modules with interactive in-person or virtual sessions.
- Include multimedia resources (videos, infographics, articles) to cater to different learning styles.
- Design two breakout room activities where participants solve a real-world challenge related to [topic].
- Prepare a final group project that requires learners to apply their skills in a collaborative environment.
- Develop a self-reflection assessment and feedback system to measure both individual and group performance.
- Design a mentorship plan that pairs experienced learners with new participants for post-training support.”
Mega Prompt 3: Advanced Technical Skill Training
“Design a detailed training session aimed at enhancing technical skills in [specific tool/technology]. The session should:
- Include a pre-training assessment to identify the learners’ current level of knowledge.
- Provide step-by-step tutorials with both text and video explanations.
- Develop two real-life scenarios where participants can apply their technical skills in solving complex problems.
- Design a peer-review process where participants give feedback on each other’s solutions.
- Prepare a post-training quiz, including multiple-choice and open-ended questions, to assess knowledge retention.
- Include a section for troubleshooting common issues with [tool/technology] and offer best practices for avoiding them.”
Mega Prompt 4: Leadership and Soft Skills Training
“Design a leadership development training program that focuses on both hard and soft skills. The program should:
- Start with a case study on leadership challenges, encouraging participants to share their insights.
- Include role-playing exercises where participants practice conflict resolution and decision-making.
- Develop a feedback loop where participants receive both peer and instructor evaluations on their leadership style.
- Incorporate a post-training action plan where participants outline how they will apply their new skills in real-world settings.
- Provide a follow-up coaching session two weeks after the training to help participants reflect on their progress and challenges.”
Mega Prompt 5: End-to-End Onboarding Training
“Create a comprehensive onboarding program for new employees that includes:
- A company introduction with a focus on culture, policies, and key responsibilities.
- Interactive modules on [specific tools/software] used in the company.
- Real-world examples of how employees apply the training in their roles.
- Quizzes at the end of each module to assess understanding.
- A group project where new employees collaborate to complete a task using their newly learned skills.
- A feedback mechanism where new employees can share their onboarding experience and suggest improvements.”
Conclusion
These prompts are just a starting point for starting to use in lecturer or training work. However, these prompts may only respond to basic tasks. If you need more details beyond these prompts, you can ask our team.
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