Lesson Design

Who it's for

Instructors, managers, internal-training owners, and consultants designing a 30-minute to one-day class, workshop, or training — anyone who needs learners to actually do something differently afterward, not just enjoy the room.

What you get

A lesson plan that designs toward behavior change, not applause:

• Needs analysis — what they need to learn, not what you want to say.
• Bloom learning objectives — observable and verifiable ("understand X" is not an objective).
• ARCS / Gagné structure — attention, relevance, and the events that make a session stick.
• Teaching-method allocation — lecture vs practice vs discussion, matched to each objective.
• Kirkpatrick L2/L3 evaluation — measure learning and on-the-job behavior, not just reaction.
• Behavior-transfer plan — what makes the skill survive past the session.

Why it's different

• Designs toward Kirkpatrick L3 (behavior change 3 months later), not L1 (everyone voted "great" then forgot).
• Needs analysis is the foundation — skip it and you're self-broadcasting, not training.
• "'Understand X' is not a learning objective — it's wishful thinking."
• Caps overstuffing — content fits the time and the objectives, not the other way around.

Good starts

• "Design a half-day workshop on X."
• "I have to teach this tomorrow — help me plan it."
• "Turn this topic into a training session with real learning objectives."
• "Design employee onboarding for this role."

Languages

The setup, working steps, and output follow the language you type — usable in English, 中文, 日本語, and other languages the model supports.