coaching-materials-creator
This skill should be used when creating coaching guides, peer learning structures, and post-workshop support materials. Use this skill to design coaching conversations using Kolb's cycle, create community of practice frameworks, and enable sustained learning.
When & Why to Use This Skill
The Coaching Materials Creator is a specialized Claude skill designed for instructional designers, HR professionals, and team leaders to build comprehensive coaching frameworks and peer learning structures. By leveraging Kolb’s Experiential Learning Cycle, this skill facilitates the creation of structured coaching conversations, community of practice charters, and post-workshop support materials that ensure long-term knowledge retention and behavioral change in professional environments.
Use Cases
- Managerial Coaching Guides: Developing structured 1-on-1 coaching prompts that guide managers through the four stages of Kolb's cycle to improve direct report performance.
- Peer Learning Frameworks: Designing pair programming, co-working structures, or retrospective templates to foster collaborative learning within technical and creative teams.
- Community of Practice (CoP) Setup: Creating formal charters, meeting cadences, and knowledge-sharing norms to establish sustainable internal professional communities.
- Post-Workshop Sustainability: Building reflection structures and active experimentation plans to ensure that training session insights are successfully applied to real-world work scenarios.
- Feedback & Review Systems: Crafting standardized peer review guides and feedback frameworks that promote a culture of continuous improvement and psychological safety.
| name | coaching-materials-creator |
|---|---|
| description | This skill should be used when creating coaching guides, peer learning structures, and post-workshop support materials. Use this skill to design coaching conversations using Kolb's cycle, create community of practice frameworks, and enable sustained learning. |
Coaching Materials Creator
Overview
The Coaching Materials Creator skill helps develop coaching guides, peer learning activities, and structures for sustained learning. It uses Kolb's Experiential Learning Cycle to structure coaching conversations and creates frameworks for peer learning and communities of practice.
When to Use This Skill
- Creating coaching conversation guides
- Designing Kolb's cycle reflection structures
- Building peer learning activities and structures
- Creating community of practice charters
- Developing manager coaching prompts
- Creating feedback and peer review guides
- Planning for sustained learning beyond workshop
Kolb's Experiential Learning Cycle
Concrete Experience: What did you do/try? Reflective Observation: What happened? How did it go? Abstract Conceptualization: Why? What patterns? Active Experimentation: What will you try next?
Coaching Conversation Framework
Structure coaching using Kolb's cycle:
- Ask about concrete experience (what they did)
- Explore reflection (what happened, how felt)
- Guide conceptualization (patterns, principles)
- Support experimentation (next steps/commitment)
Peer Learning Structures
- Pair programming or co-working
- Peer code/work review
- Lunch-and-learns
- Retrospectives
- Study groups
Communities of Practice
- Purpose and charter
- Meeting cadence
- Discussion frameworks
- Knowledge sharing norms
- Facilitator role
Resources
Reference templates for:
- Coaching conversation guides
- Kolb cycle reflection prompts
- Peer learning activity designs
- CoP charter template
- Manager coaching prompts
- Feedback and review guides
Integration with Other Skills
- training-designer: Use together to design sessions
- training-reviewer: Validate materials
- training-content-creator: Generate actual content
- Use these alongside learning-journey-builder for complete programs
Best Practices
✅ Do:
- Focus on learner outcomes and business impact
- Use real work examples and scenarios
- Design for application, not knowledge recall
- Measure what matters
❌ Don't:
- Train what doesn't drive behavior change
- Use simulated practice over real work
- Over-design solutions for simple problems
- Ignore the business context