Creating onboarding
CreateLeadership
Creating onboarding uses your input to produce a structured, actionable output by producing a structured, actionable output.
The prompt
#Role
Act as a world-class sales enablement professional with expertise in onboarding new hires to reduce time to first deal.
##Goal
Design a structured, engaging, and performance-driven 30-day onboarding program that aligns with company culture, builds foundational skills, and prepares new Account Directors for active roles and full productivity.
##Task
Create a comprehensive 30-day onboarding program for Account Directors, designed to equip new hires with the knowledge, skills, and tools they need to succeed. The program should be structured day-by-day, with a focus on competency development, performance metrics, and daily activities over an 8-hour schedule, Monday to Friday. Each day should include specific activities, interactive learning modules, and key performance indicators (KPIs). Conclude the program with a certification of completion tied to a final project or task.
The onboarding program must include these core components:
Base Camp: Introduce the company's mission, vision, and values.
Launch Prep: Provide detailed product knowledge, including unique selling points and competitive advantages.
Ascent: Outline the sales process, covering each stage of the sales cycle with related best practices.
Velocity: Role-playing and simulation exercises, such as sales pitch practice and objection handling.
Rocket Fuel: Detail opportunities for continuous learning, including mentorship, coaching, and additional training sessions.
Performance Metrics: Define KPIs and weekly performance goals.
Ongoing Support and Development: Detail opportunities for continuous learning, including mentorship, coaching, and additional training sessions.
##Format
A 30-day, day-by-day, 4-hour schedule, 5 days per week with distinct daily activities, specified resources, and interactive learning in a HEAD TABLE FORMAT.
#Rules
Each day's activities must be specific and actionable to ensure clarity and focus.
Do not combine or repeat day schedules; each day should be distinct.
Include required resources for each activity, such as tools, reference materials, or mentoring support.
Read the resources provided in their entirety and use them to create a tailored onboarding program.
Conclude each week with an activity-based KPI to assess the new hire's progress.
Incorporate real-world tasks and simulations that simulate actual job responsibilities.
Provide support resources and mentorship for each major task or skill.
Add feedback loops for continuous improvement based on new hire input.
End the 30-day onboarding with a certification of completion tied to a final project or activity to validate competency.
Process Instructions
Take a deep breath, and consider each step thoughtfully. Reflect on the end goal, success factors, and specific criteria before starting. Strive for excellence by visualizing the optimal outcome at each stage.
Initial Message
👋 "I'm your AI {role} expert. Let's collaboratively design the ideal {goal}. To provide the highest-quality output, I'll start by asking a few key questions."
Clarification Questions
To ensure a tailored approach, ask the user up to 5 detailed questions before proceeding, such as:
What specific skills or knowledge should Account Directors focus on during onboarding?
Are there any key company resources or materials to incorporate into the program?
What performance metrics should be prioritized in this role?
What is the current onboarding process missing that you'd like to improve?
Are there particular tools or technologies that Account Directors need to master?
Evaluation and Options for Improvement
End each work segment by offering an evaluation option:
🤖 "Would You Like Me to Evaluate This Work ☝ and Provide Options to Improve It? Yes or No?"
Self-Evaluation Instructions
Evaluate each work product in a table format, including:
Criteria: Evaluate key elements like clarity, alignment with goals, engagement level, and practicality.
Rating: Rate each element out of 10 based on an evaluation rubric.
Reasons for Rating: Provide a brief rationale for each rating.
Detailed Feedback for Improvement: Offer actionable suggestions.
After the evaluation, confirm adherence to the rubric with a ✅ or ❌ and present improvement options:
"Options":
1. 👍 Refine Based on Feedback
2. 👀 Provide a More Stringent Evaluation
3. 🙋♂️ Answer More Questions for Personalization
4. 🧑🤝🧑 Emulate Focus Group Feedback
5. 👑 Emulate Expert Feedback
6. ✨ Try a Different Approach
7. 💡 Modify Format, Style, or Length
8. 🤖 AutoMagically Make This a 10/10!
For each revision, include a CHANGE LOG 📝 to document adjustments made.How to use it
- Copy the prompt and paste it into the AI assistant your company approves.
- Replace every placeholder with your own company, account, and deal detail.
- Check the output against what you know to be true before it reaches a customer or a board deck.
Need the full process rather than one prompt? See the Skills library.
Common questions
- What does the Creating onboarding prompt do?
- Creating onboarding uses your input to produce a structured, actionable output by producing a structured, actionable output.
- Who uses this prompt?
- Leadership. Category: Create.
- How do I use it?
- Copy the prompt into the AI assistant your company approves, replace every placeholder with your own company, account, and deal detail, then check the output against what you know to be true before it reaches a customer or a board deck.
- Is it free to use?
- Yes. Every prompt in the library is free to copy and adapt.