"I send scripts, not sermons. For her very first stand-up, our just-in-time assistant (a no-code GPT helper wired to a simple scenario library) delivered a one-screen plan: Pre-brief (10s) "I'll share a one-sentence goal, two risks, and one decision needed." Live lines "At a high level, we're targeting Friday for the API handoff. Two flags: rate limits and QA availability. Decision needed: reduce scope or add a fallback today?" Post-brief (30s) "Did we decide? If not, was it clarity, detail, or time?""
"At 8:57 a.m. on a Monday, I watched a new hire's cursor blink in our intake form: "Title: Engineering Manager." New to the U.S. goal for today's stand-up: "sound confident without oversharing." I built that form to be short on purpose, role, audience, time, and outcome, because in workplace learning, the real magic happens after "Submit." My job isn't to make people memorize rules. It's to make the next conversation easier than the last one. That's especially true in those first 90 days, when onboarding feels like walking into a movie halfway through."
"She used it as written. A decision was made in six minutes. Quietly, the system logged three tiny signals I track for every learner: time-to-decision, follow-up required, and self-rated clarity/confidence. That's the fuel for adaptive workplace learning. Not personality tests, just what happened in real work."
Adaptive, personalized scripts deliver concise pre-brief, live lines, and post-brief prompts to guide new hires through real meetings. Just-in-time, no-code assistants generate one-screen plans tailored by role, audience, time, and desired outcome. Micro-metrics such as time-to-decision, follow-up required, and self-rated clarity/confidence get logged automatically to fuel adaptive adjustments. Early changes focus on simple behavior shifts like summarizing decisions and assigning owners, which reduces follow-ups and speeds outcomes. The approach prioritizes making each conversation easier than the last and embeds upskilling directly into the flow of work.
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