| name | aipom-learning-system-designer |
| description | Design a role-based applied learning system with real work, practice, coaching, peer feedback, progression, reinforcement, stewardship, and outcome evidence. |
| type | workflow |
| category | capability-adoption-and-reuse |
| phase | 4 |
| status | active |
| operating_level | ["organization","product-team"] |
| audience | ["CPO","Product Operations","Product Manager","Team Lead","Enablement","People Operations","Learning and Development","AI Governance"] |
| best_for | ["Moving beyond one-time AI training","Building role proficiency through work","Creating a repeatable capability and coaching system"] |
| evidence_required | ["Role competency map and workflow priorities","Work samples and capability gaps","Coaching support and manager routines","Adoption behavior and outcome evidence"] |
| produces | ["Role-based learning system","Applied practice and progression pathways","Reinforcement measurement and stewardship plan"] |
| assessment_questions | ["CAP-01","CAP-02","CAP-03","CAP-04","CAP-05"] |
| maturity_move | {"from":"repeatable","to":"operationalized"} |
| estimated_time | 2-4 hours design plus ongoing delivery |
| group_size | 4-12 design team |
| depends_on | ["role-based-aipom-competency-map","aipom-capability-maturity-advisor"] |
| combine_with | ["aipom-adoption-impact-scorecard","workflow-to-skill-converter","aipom-operating-model-retrospective"] |
| sources | [] |
AIPOM Learning System Designer
What Is It
Design an operating system that moves role capability from instruction into applied work, feedback, coaching, peer learning, assessed progression, manager reinforcement, reusable practices, and measurable outcomes.
Why Use It
Courses and tool demos decay when people lack practice, feedback, permission, useful workflows, and support. A learning system connects competence to the real decisions and operating conditions people must improve.
When to Use It
Use after role competencies and priority workflows are clear. Start with a bounded role and practice where capability can be observed; do not launch an enterprise curriculum before identifying the work it must change.
What It Produces
- Target roles, decisions, competencies, and progression
- Instruction, deliberate practice, real-work application, coaching, peer feedback, and assessment
- Manager, community, resource, and workflow reinforcement
- Accessibility, support, stewardship, evidence, and improvement cadence
Who Should Participate
Include practitioners, role leaders, Product Operations, learning and development, managers, coaches, workflow owners, governance partners, and people affected by assessment or progression decisions.
Evidence to Bring
Bring competency maps, work artifacts, workflow evidence, decisions, failure examples, capability assessments, support requests, manager routines, reuse evidence, barriers, and outcome baselines.
How to Do It
- Define the role, decisions, workflow outcomes, and capability gap.
- Load supplied evidence and separate individual learning needs from system barriers.
- Select a small set of observable competencies and progression evidence.
- Design instruction only for knowledge needed before practice.
- Create representative practice with feedback, reflection, and safe failure.
- Integrate application into real work with coaching and peer review.
- Define manager reinforcement, communities, office hours, examples, and reusable skills.
- Establish accessible assessment and progression without turning the system into credential theater.
- Measure changed behavior, decision quality, workflow outcomes, reuse, and unintended burden.
- Assign stewardship, review cadence, and revise or retire rules.
Facilitation Protocol
Support guided, context-dump, and best-guess modes during design. Begin with the work outcome, not course topics. Ask only questions that change the learning architecture. In best-guess mode propose a small pilot and label organizational commitments and learner needs as assumptions.
Decision Logic
