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Claude for Operators

Training Materials

Last verified: 13 February 2026 | Applies to: All plans (Cowork recommended for multi-document creation)

In 30 seconds

Section titled “In 30 seconds”

Most small and mid-sized businesses don’t have a dedicated L&D team — training materials get built ad hoc, if they get built at all. Claude turns your subject matter expertise into structured training guides, assessments, video scripts, and learning paths. You provide the knowledge; Claude provides the instructional design. A complete training module typically takes 30-60 minutes to produce, compared to the 2-3 days it would take from scratch.

Step by step

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Write a role-specific training guide

Section titled “Write a role-specific training guide”
Write a training guide for new sales reps joining our 8-person B2B SaaS sales team. Focus on our discovery call process.


Here's how we run discovery calls:
- Duration: 30 minutes, never longer
- Structure: 5 min rapport, 10 min situation questions, 10 min pain/impact questions, 5 min next steps
- We use MEDDIC qualification (Metrics, Economic Buyer, Decision Criteria, Decision Process, Identify Pain, Champion)
- Key rule: reps should talk no more than 30% of the time
- We record all calls in [Gong/Chorus] for review
- After the call: update CRM within 1 hour, send recap email within 2 hours


Include: an overview of the methodology, a step-by-step guide for each phase, example questions for each MEDDIC category that are relevant to selling HR software, common mistakes to avoid, and a self-assessment checklist they can use after their first 5 calls.

Claude produces a complete training guide with:

  • Learning objectives — what the rep should be able to do after completing the training
  • Methodology overview — the “why” behind the process
  • Phase-by-phase walkthrough — with example dialogue and transition phrases
  • Example questions — tailored to your product and industry
  • Common pitfalls — mistakes new reps typically make, with corrections
  • Self-assessment checklist — for ongoing skill development

Create a knowledge assessment

Section titled “Create a knowledge assessment”
Create a 20-question quiz on our company's information security policies. Mix of question types: 10 multiple choice, 5 true/false, 5 scenario-based.


Topics to cover:
- Password requirements (minimum 12 characters, MFA mandatory, no password sharing)
- Data classification (public, internal, confidential, restricted)
- Acceptable use of company devices (no personal cloud storage for work files)
- Phishing identification (we get targeted spear-phishing attempts monthly)
- Incident reporting (report to IT within 1 hour via security@[company].com)
- Remote work requirements (VPN mandatory, no public Wi-Fi for sensitive work)


Pass mark: 80%. Include an answer key with explanations for each correct answer. For scenario-based questions, explain why the wrong answers are wrong — this is where the real learning happens.

Convert rough notes into a training module

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Turn these rough notes from our operations manager into a structured training module with sections and exercises [paste notes].


Context: This is for warehouse staff learning our new picking and packing process. Most staff have been doing it the old way for 2+ years, so the training needs to address why we're changing, not just what's changing.


Structure it as:
1. Why we're making this change (context and benefits — be honest about the learning curve)
2. What's different (old process vs. new process, side by side)
3. Step-by-step new procedure with photos placeholders [Photo: description]
4. Practice exercises (3 scenarios they'll work through with a supervisor)
5. Quick reference card (one page they can keep at their station)
6. FAQ (anticipate the questions and pushback — these are experienced staff)


Write for people who work on their feet, not at desks. Keep language clear, sentences short, and avoid corporate jargon.

Write a video script outline

Section titled “Write a video script outline”
Write a script outline for a 7-minute product demo video. Our product is a CRM for real estate agents.


Video should cover:
1. Hook: The problem (agents juggling spreadsheets, missing follow-ups, losing deals)
2. Overview: What the CRM does in one sentence
3. Demo walkthrough: Adding a new lead, setting up automated follow-ups, tracking a deal through the pipeline, pulling a monthly report
4. Social proof: Where to insert customer testimonial clips [Testimonial placeholder: customer name, quote topic]
5. Close: Free trial CTA


Tone: Conversational, like explaining it to a colleague at a conference. Not scripted-corporate.


Include: On-screen text suggestions, transition notes, and timing estimates for each section. Also note where to show the product vs. where to show the presenter.

Design a role-specific learning path

Section titled “Design a role-specific learning path”
Design a 90-day learning path for a new customer success manager joining our team. We're a B2B fintech company with 150 mid-market clients.


Structure by phase:
- Week 1-2: Product knowledge (our platform, key features, common configurations)
- Week 3-4: Process training (onboarding workflow, QBR process, escalation procedures)
- Week 5-8: Shadowing (observe 5 onboarding calls, 3 QBRs, 1 renewal negotiation)
- Week 9-12: Managed accounts (own 10 accounts with weekly manager check-ins)


For each phase, include: learning objectives, resources to review, activities to complete, skills to demonstrate, and how the manager should assess readiness to move to the next phase.


At the end, include a 90-day competency checklist the manager and new hire both sign off on.

How operators actually use it

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