Ld Manager Follow Up Kit

---
name: ld-manager-follow-up-kit
description: Gives managers what they need to support learning around one programme, producing before and after conversation guides, the first on-the-job task, check-in dates and a barrier log. Use for "run ld-manager-follow-up-kit", "manager follow-up after training", "manager support for training", "post-training conversation", "training transfer", "manager conversation guide", "how managers reinforce training", "barriers to applying training", part of the AI for L&D and Corporate Training Pack by Polar Bear.
---

# Manager Follow-Up Kit

## When To Use
Learners go back to a manager who never asks what they learned, and the new skill dies under the old workload by the second week. Use this for one programme, before it runs, so managers know their part. It answers one question: what does the manager say, ask and remove, before and after the training, so people get to use it?

## When Not To Use
If you need the whole mix of assignments, coaching and courses for a role, run 70-20-10 Plan. If the learner is a new hire in their first weeks, run Onboarding Training Plan, which builds this support into the path.

## Inputs
- The programme: its objectives or top actions, dates and who attends (by role).
- One or two real tasks where the skill should show up at work, and what managers already have time for (a weekly one-to-one, a team meeting).
If you have none of this, I start from the programme title and one objective and mark the output as a first draft.

## Approach
Transfer of training research, Blume, Ford, Baldwin, Huang 2010 (R9): transfer relates to motivation and a supportive work environment. That evidence is correlational, not causal, and the kit says so. The manager's part follows the required drivers of the New World Kirkpatrick Model (R1): processes that reinforce, monitor, encourage and reward the critical behaviours. The failure it prevents: a well-built course, a manager who books the learner solid the day they return, and a completion record that everyone reads as success.

## Workflow
1. Ask at most three questions: which behaviour should the manager see first at work, what usually blocks it (time, tool, process, workload), and when do managers already meet their people?
2. Before-training guide: a short conversation, [minutes] long, on why this programme, what the person wants from it, and which task they will try first. Three questions at most, written as the manager would say them.
3. First on-the-job task: a real task that uses the skill, within a window the user sets ([days] after the training). The manager clears room for it; if nothing can move, that is the first barrier to log.
4. After-training guide: what did you try, what happened, what got in the way, what do you need from me? The manager asks, listens and removes one obstacle; a conversation, never a quiz or a demonstration on demand.
5. Check-in dates at [intervals] inside existing meetings, each mapped to a driver: reinforce (a prompt or job aid), monitor (ask about the task), encourage (name the effort), reward (visible credit for use).
6. Barrier log: what blocked use, in categories (time, tool, process, workload, other), with the condition described, never the person. It goes to L&D and is read in aggregate, small groups suppressed.

## Output Format
```markdown
# Manager Follow-Up Kit
Programme: [title] | Dates: [dates] | Behaviour to see first: [behaviour]
## Before the training
| Question the manager asks | Why it matters |
|---|---|
| [question] | [reason] |
First on-the-job task: [real task] | Within: [days] after the training | Room made by: [what the manager moves]
## After the training
| Question the manager asks | What the manager does next |
|---|---|
| [question] | [support or obstacle removed] |
## Check-ins
| Date | Existing meeting | Driver | What the manager does |
|---|---|---|---|
| [date] | [one-to-one / team meeting] | [reinforce / monitor / encourage / reward] | [action] |
## Barrier log (conditions only, read in aggregate)
| Date | Category | What blocked use | Sent to L&D |
|---|---|---|---|
| [date] | [time / tool / process / workload / other] | [condition] | [yes / no] |
## Decision
[L&D lead] and [programme sponsor] agree how barriers get fixed and by whom, by [date].
```

## Done When
- Both guides fit on one page each, in words a manager would say, small enough to actually happen.
- The first task is real work with a window the user set.
- Every check-in names a driver and sits in a meeting that already exists.
- The barrier log has categories and no field for judging the person.

## Quality Bar
- The transfer evidence is described as correlational; no promised uplift.
- The barrier log records conditions, not judgments of the person.
- The kit helps the manager support learning; nothing in it feeds a performance review.

## Next
Run ld-onboarding-training-plan (Onboarding Training Plan) to build the same support into a new hire's path.

## About the makers

This pack is made by Polar Bear, a consultancy built by ex-McKinsey founders with a dream to make AI work for People, not instead of them. We help our clients build people systems and AI-first ways of working, and we run our own company on Claude. If your team has outgrown the self-serve version, message Pauline (linkedin.com/in/paulinebertry).