10 AI Prompts Every Trainer Should Save Using the RAS Framework
- Marby Tabungar DIRM MHRM
- Jul 8
- 6 min read
Artificial Intelligence is transforming how learning professionals design, develop, and deliver learning experiences. Today, AI can help us analyze learning needs, create learning objectives, develop assessments, generate learning content, and even build complete learning journeys in minutes. Yet many trainers and instructional designers are disappointed with the results they get from AI.
The problem is often not the AI tool. The problem is the prompt.
Just as the quality of a learning experience depends on the quality of its design, the quality of AI-generated outputs depends on the quality of the instructions we provide.
This is where the RAS Framework becomes useful.
What is the RAS Framework?
Introduced by Ms. Marby Tabungar in her chapter of the book The Talent Journey Playbook: Chaper 6Rethinking Learning Design through Human-Centered and AI-Enabled Approaches, the RAS Framework is a simple prompting technique designed to help learning professionals generate more accurate, relevant, and practical outputs from AI tools.
RAS stands for:
R – Role
Who should the AI act as?
Assigning a role helps the AI adopt the appropriate expertise and perspective.
Examples:
Learning Experience Designer
Instructional Designer
Learning Consultant
Executive Coach
Learning Analytics Specialist
A – Action
What do you want the AI to do?
Be specific about the task.
Examples:
Analyze
Design
Create
Generate
Evaluate
Recommend
S – Specific Guidelines
How should the AI perform the task?
Provide expectations, criteria, structure, and limitations.
Examples:
Use Bloom's Taxonomy
Focus on workplace performance
Organize into sections
Keep responses concise
Suggest practical recommendations
By clearly defining the Role, Action, and Specific Guidelines, trainers can dramatically improve the usefulness of AI-generated outputs.
Here are ten practical prompts you can start using today.
1. Learning Needs Analysis
One of the most important steps in learning design is understanding the real problem before proposing solutions.
Prompt
Role: You are an experienced Learning and Development Consultant.
Action: Analyze the training request and identify the likely performance challenges, knowledge gaps, skill gaps, and workplace barriers.
Specific Guidelines:
Focus on workplace performance rather than knowledge alone.
Distinguish between training and non-training issues.
Organize findings into Performance Challenges, Capability Gaps, and Recommendations.
Ask follow-up questions if more information is needed.
Why This Works
This prompt helps trainers avoid jumping immediately into content development and instead focus on understanding the performance challenge.
2. Learning Objectives
Many learning objectives are vague and difficult to measure.
AI can help create stronger objectives when guided properly.
Prompt
Role: You are an instructional designer specializing in workplace learning.
Action: Create learning objectives based on the performance challenge described below.
Specific Guidelines:
Use Bloom's Taxonomy verbs.
Focus on workplace application.
Write measurable objectives.
Include at least one objective at Apply level or higher.
Why This Works
It ensures objectives move beyond simple knowledge recall and support real workplace performance.
3. Storyboard Development
Creating storyboards can be time-consuming. AI can accelerate the process.
Prompt
Role: You are a Learning Experience Designer creating digital learning content.
Action: Develop a storyboard for a learning module on the topic below.
Specific Guidelines:
Include screen titles, content, narration, and learner interactions.
Apply multimedia learning principles.
Suggest opportunities for learner engagement.
Keep content concise and workplace-focused.
Why This Works
It provides a structured first draft that designers can refine.
4. Assessment Design
Assessments should measure application, not just memory.
Prompt
Role: You are an assessment specialist.
Action: Create an assessment aligned with the learning objectives provided.
Specific Guidelines:
Include scenario-based questions.
Focus on application and decision-making.
Provide answer keys and explanations.
Align every question with a learning objective.
Why This Works
It encourages higher-order thinking and workplace relevance.
5. Facilitation Guide Development
Facilitators often spend significant time preparing session guides.
Prompt
Role: You are a master trainer facilitating an adult learning workshop.
Action: Create a facilitator guide for the session outlined below.
Specific Guidelines:
Include opening activities, discussions, exercises, debriefs, and closing activities.
Apply adult learning principles.
Provide timing estimates.
Include facilitation tips and possible participant responses.
Why This Works
It creates a strong foundation for facilitator preparation.
6. Scenario Creation
Realistic scenarios help bridge the gap between theory and practice.
Prompt
Role: You are a workplace learning designer.
Action: Create realistic workplace scenarios related to the topic below.
Specific Guidelines:
Reflect common workplace situations.
Include realistic challenges and dilemmas.
Present multiple response options.
Provide feedback for each response.
Why This Works
It transforms learning into a practical problem-solving experience.
7. Microlearning Design
Modern learners often need learning in short, focused bursts.
Prompt
Role: You are an expert in microlearning design.
Action: Convert the content below into a microlearning experience.
Specific Guidelines:
Keep the lesson under five minutes.
Focus on one key learning objective.
Include one interaction and one knowledge check.
Use concise language.
Why This Works
It helps trainers create learning that fits into the flow of work.
8. Coaching Questions
Learning transfer improves when learners reflect and take ownership of their development.
Prompt
Role: You are an executive coach.
Action: Generate coaching questions related to the learning topic below.
Specific Guidelines:
Use open-ended questions.
Encourage reflection and self-discovery.
Focus on workplace application.
Organize questions into Awareness, Action, and Accountability.
Why This Works
It helps transform learning into behavioral change.
9. Reflection Activities
Reflection helps learners make meaning from their experiences.
Prompt
Role: You are a Learning Experience Designer.
Action: Create reflection activities related to the learning topic below.
Specific Guidelines:
Encourage learners to connect concepts to real work situations.
Include individual and group reflection options.
Focus on behavior change and application.
Keep activities practical and actionable.
Why This Works
It encourages deeper learning and stronger retention.
10. Learning Evaluation
Many organizations measure attendance but fail to evaluate learning effectiveness.
Prompt
Role: You are a Learning Analytics Specialist.
Action: Analyze the learning data provided and evaluate the effectiveness of the learning program.
Specific Guidelines:
Identify key patterns and insights.
Highlight learner engagement trends.
Suggest opportunities for improvement.
Organize findings into Strengths, Challenges, and Recommendations.
Why This Works
It helps learning professionals move beyond completion rates and focus on learning impact.
Bonus Prompt: Complete Learning Experience Design
If you only save one prompt, make it this one.
Prompt
Role: You are a senior Learning Experience Designer using Human-Centered Design principles.
Action: Design a complete learning experience based on the performance challenge provided.
Specific Guidelines:
Follow the DRIVE Human-Centered Design Method™:
Discover
Relate
Ideate
Visualize
Evolve
Focus on workplace performance.
Recommend appropriate learning strategies.
Create learning objectives, activities, assessments, and evaluation methods.
Suggest how AI can support each stage.
AI is rapidly becoming a powerful partner for trainers, instructional designers, and learning professionals. However, effective use of AI requires more than simply asking it to create content.
The most successful practitioners will be those who learn how to ask better questions, provide better context, and guide AI toward meaningful outcomes.
The RAS Framework offers a practical way to do exactly that.
Remember:
AI is not a replacement for learning professionals.
It is a tool that can help us think better, design faster, and create more impactful learning experiences.
The future belongs to learning professionals who can combine Human-Centered Design, AI, and sound learning principles to create experiences that truly improve workplace performance.
Ready to Apply AI in Learning Design?
Reading about AI is one thing. Applying it effectively in real learning projects is another.
If you're a trainer, instructional designer, HR professional, learning leader, or consultant looking to create more engaging and impactful learning experiences, join our upcoming webinar:
Rethinking Learning Design Through Human-Centered and AI-Enabled Approaches
In this special session, you'll learn:
How to use the DRIVE Human-Centered Design Method™ to design learning experiences
Practical AI workflows for learning needs analysis, learning objectives, storyboarding, and content development
How to avoid common mistakes when using AI for training
Real-world examples of AI-enabled learning design
How to create learning experiences that drive workplace performance—not just content consumption
The webinar is based on insights from Chapter 6 of The Talent Journey Playbook and will also mark the official opening of enrollment for the Trainers + AI: Learning Experience Design Certificate Program.
Bonus: Live attendees will get a chance to receive a complimentary copy of The Talent Journey Playbook.
July 14, 2026, 2:00 PM – 3:30 PM via Zoom
Whether you're designing trainer-led workshops, virtual training, blended learning programs, or digital learning experiences, this webinar will provide practical tools and frameworks you can immediately apply to your work.
Register today and start designing learning experiences that truly make a difference.
Reference
Tabungar, M. B. (2026). Rethinking Learning Design through Human-Centered and AI-Enabled Approaches. In The Talent Journey Playbook: Practical Tools for Talent Development. Rex Printing Company, Inc.; Philippine Society for Talent Development.
Comments