Instructional-design studio
Say what people should do that they don’t, or paste a job or an SOP. Specialists sort what training can fix, then draft the objectives, practice, quiz, session, and follow-ups. You decide what to keep.
Our new support reps take forever on billing tickets — customers wait two days for a refund answer. They escalate anything about refunds because they don’t know the refund policy… I want tickets resolved the same day.
How it works
One manager’s words, start to finish. Every sheet below is example data: what the Studio drafted offline from that paragraph, trimmed to fit. Only the learner results at the end are simulated.
01 Performance Consultant
No job description needed. Write what people should do that they don’t, and what happens today. The Studio reads it the way a performance consultant would: the goal, the gap, today, and why.
Our new support reps take forever on billing tickets — customers wait two days for a refund answer. They escalate anything about refunds because they don’t know the refund policy, and half of them don’t have access to the billing system yet. When they do answer, they promise refunds before checking eligibility. I want tickets resolved the same day.
Read as
02 Performance Consultant
Only skill gaps become practice. Missing information becomes a job aid. Missing access, feedback, or incentives go back to the manager, because training can’t fix them.
Gilbert’s Behavior Engineering Model · Mager & Pipe
“They escalate anything about refunds… half of them don’t have access to the billing system… they promise refunds before checking eligibility.”
Resolve questions about refunds without escalating
Check eligibility before promising refunds
Make sure they have access to the billing system
Open question. Could they check eligibility before promising refunds today if their job depended on it? If yes, it is not a skill gap — what gets in the way?
03 Objectives Writer
Every objective names an observable performance, the condition, and how you’ll know. No “understand.” The Studio scores each one and says what to fix.
Mager · Anderson & Krathwohl
check eligibility before promising refunds
The kit’s wording, verbatim: “Given a realistic new support rep scenario, the learner will check eligibility before promising refunds, as measured by a live practice scored against a behavior checklist.”
04 Practice Designer
A worked example, then a partly finished attempt, then a solo run with the checklist closed. The support fades as they get it right, inside a 30-minute session you can teach.
Renkl & Atkinson · Merrill
Check eligibility before promising refunds
Pass when: Check eligibility before promising refunds.
Facilitator runs it (Check eligibility before promising refunds) while learners say why each step works.
Learner finishes the last two steps with the checklist open.
Learner runs it end to end with the checklist closed.
05 Assessment Writer
Quiz items are moments from the job. The wrong answers are the near misses people really make, and feedback comes only after the learner commits.
Haladyna, Downing & Rodriguez · Butler & Roediger
They promise refunds before checking eligibility. What should they do instead?
06 Checks
Every kit runs the learning science as a linter: does the practice rehearse the objective, does the quiz measure it, does a follow-up bring it back? Anything open goes to the specialist who can fix it.
| Objective | Objective | Practice | Quiz | Criterion | Follow-up |
|---|---|---|---|---|---|
| 1 · resolve questions about refunds | |||||
| 2 · check eligibility before promising refunds |
Also passing Skills confirmed · Skills quote your source · Session fades support · Quiz keys vary position · Gap action trained ×2
07 Module Architect
Spaced follow-ups land in your calendar on days 2, 7, 21, and 45. Send learners the practice link, and see which wrong answers draw them.
Cepeda et al. · item analysis
50% correct · 8 answered · discrimination +1.00
How to read this: a wrong answer many learners choose is a shared misconception, so teach to it directly.
Call
Critic
Try it
This is the item from the story, as a learner gets it. Pick one, then check. Trying first, then seeing the move, is what makes it stick.
Choices
Why: The standard is the whole move: Check eligibility before promising refunds. The other answers drop a part of it or move the line.
Observer checks: Check eligibility before promising refunds.
The suite
Each product does one job and returns a kit you can edit. Keep what belongs, drop the rest.
Role
Paste a job. Keep the skills.
Role → Enablement
An AI line of specialists. They frame the learner, keep the skills, write the objectives, and build the practice, the assessment, and the session. Pack Steward says when the pack is ready. Studio guide names the first change.
Open Role → EnablementCoach
Transcript in. One enablement fix.
Call → Coach
Call Coach is the agent on this desk. Paste a transcript. It writes the notes, then the one behavior to change before the next call.
Open Call → CoachCritic
Score the outline. Rewrite the weak parts.
Lesson critic
Lesson Critic is the agent on this desk. Paste an outline. It scores the chain, then rewrites the weak part.
Open Lesson criticWhy it holds up
01
People learn what they practice and are tested on. Every objective names the performance and how it’s measured, and its practice and quiz items link to it.
02
Pulling an answer from memory builds it more than rereading does. The answer stays hidden until the learner commits. Follow-ups bring it back on days 2, 7, 21, and 45.
03
Training carries over when practice looks like the work. Skills cite the source line they came from. Each session moves from a modeled example to doing it alone.
FAQ
An AI instructional-design harness. You describe the gap in your own words, or paste a job, an SOP, a transcript, or an outline. Agents draft the learning material and the outcome, then stay on the desk so you can change it.
Three desks. Role is a line of specialists, from the learner through a session you can teach. Call is one coach on the transcript. Critic is one auditor on the lesson.
Say what needs to change, in your own words — or paste a job or SOP. On Role, a Performance Consultant sorts what training can fix from what it cannot, every skill is kept until you drop the ones that do not belong, and the objectives come from what you kept. Call starts from a transcript. Critic starts from an outline or storyboard.
On Role: Performance Consultant, Role Designer, Skills Curator, Objectives Writer, Evidence Auditor, Practice Designer, Assessment Writer, Module Architect, Pack Steward, and Studio guide. On Call: Call Coach. On Critic: Lesson Critic. You talk to them after the draft exists.
A training kit on one page: who it is for, the skills you keep, objectives with an “as measured by”, practice, a quiz, and a 30-minute session, with Checks that hold each line to the learning science. Download it as a facilitator guide, a handout, a quiz .csv, and calendar invites — or send the quiz to learners as practice and see which questions trip them up.
Start with the labeled example, a few sentences about the gap, or your own job or SOP. Nothing leaves the page until you run it.