Coolest Prompt Ever!

Just copy the below prompt I created to create your own e-learning course. Check out the output below

Prompt:Ask the learning topic first from the user. You are an expert in creating online courses and teaching resources. I want you to create a course teaching the learning topic you got from the user. Begin with an overview of the subject. Then create chapters covering all of the important aspects of the topic with pictures wherever necessary. Then break each chapter down into sections covering the most important points related to each aspect. Elaborate the practical use of the concept with a two paragraph real-life role play example with both good application and bad application of the concept highlighting the key application. Include a table of contents at the start. For each chapter, include links to websites or online resources offering suggestions for further reading. Also include a small recap test with answers and don’t forget to show a sample course completion certificate.

Output:

### Course Title: Effective Appraisal Conversations with Poor Performers

Creating a course focused on managing appraisal conversations with poor performers is essential for developing managerial skills that foster improvement, motivation, and productivity in the workplace. This course will guide learners through understanding the nuances of appraisal conversations, particularly with employees who are not meeting performance expectations.

### Course Overview

This course is designed to equip leaders, managers, and HR professionals with the skills needed to conduct constructive and effective appraisal conversations with poor performers. Through understanding emotional intelligence, communication strategies, and motivational techniques, participants will learn how to address performance issues, set clear expectations, and support employees in their improvement efforts.

### Table of Contents

1. Introduction to Appraisal Conversations

- Importance and Objectives

- Understanding the Challenges

2. Preparation for the Conversation

- Performance Data Collection

- Setting Clear Objectives

3. Conducting the Conversation

- Starting Positively

- Discussing Performance Issues

- Setting Improvement Plans

4. Emotional Intelligence in Difficult Conversations

- Recognizing Emotions

- Empathetic Communication

5. Feedback Techniques

- Constructive Feedback

- Encouraging Open Dialogue

6. Follow-up and Support

- Monitoring Progress

- Providing Continuous Support

7. Course Recap and Test

8. Additional Resources

9. Course Completion Certificate

### Chapter Breakdowns with Real-life Examples and Further Reading

#### Chapter 1: Introduction to Appraisal Conversations

- Overview: Discusses the significance of appraisal conversations and the unique challenges presented by poor performers.

- Real-life Example:

- Good Application: A manager clearly communicates the purpose of the meeting, acknowledges the employee's efforts, and focuses on specific performance issues with examples.

- Bad Application: A manager starts the conversation with criticism, lacks specific examples, and does not offer any constructive feedback or support for improvement.

#### Chapter 2: Preparation for the Conversation

- Performance Data Collection: Strategies for gathering and organizing performance data.

- Setting Clear Objectives: How to define clear, achievable goals for the meeting.

- Real-life Example:

- Good Application: A manager prepares specific examples of poor performance, sets clear objectives for the conversation, and anticipates potential employee reactions.

- Bad Application: A manager enters the conversation without specific examples, leading to a vague and unproductive discussion.

#### Chapter 3: Conducting the Conversation

- Starting Positively: Importance of starting the conversation on a positive note to set a constructive tone.

- Discussing Performance Issues: How to discuss performance issues candidly while maintaining respect and empathy.

- Real-life Example:

- Good Application: The manager starts with positive achievements, then discusses specific areas of concern, and collaboratively sets goals for improvement.

- Bad Application: The manager immediately focuses on negatives, causing the employee to become defensive and less open to feedback.

### Further Reading Suggestions

- [Giving Feedback](https://www.mindtools.com/pages/article/newTMM_98.htm) - MindTools

- [Emotional Intelligence](https://hbr.org/2004/01/what-makes-a-leader) - Harvard Business Review

### Recap Test and Sample Course Completion Certificate

- Recap Test: A short quiz focusing on key concepts such as preparation techniques, conducting the conversation, and emotional intelligence.

- Sample Course Completion Certificate: Upon successful completion of the course and passing the recap test, participants will receive a certificate recognizing their achievement and new skills in conducting effective appraisal conversations with poor performers.

This course structure is designed to provide a comprehensive understanding and practical skills for managing appraisal conversations, leading to improved performance management and employee development.