# Supporting Materials Guide Reference for the Learning Challenge Builder. Use it after the daily prompts are approved, and only for the materials the user asks for. Create one piece at a time and ask for changes before moving to the next. For every piece: ask who it comes from (a leader, the L&D team, the facilitator), and write in that person's or team's name, in plain, warm, direct language. ## Kickoff or welcome message Purpose: get people started and set expectations. Send it two to three working days before Day 1. Include: - A welcome and why this challenge matters (tie it to the training if they attended it; otherwise, explain the idea briefly). - What they will get: daily prompts, how they arrive, and any other pieces (journal, calendar, group, calls). - How to use the prompts: take a few minutes each day; writing thoughts down helps, but even thinking carefully about the prompt counts. - A note on grace: if you miss a day, don't give up. Jump back in when you can. - Any dates to remember (check-in calls, debrief). - A short, encouraging close. Length: 200 to 350 words for email; a short version (under 80 words) for Teams, Slack or text. ## Weekly emails or messages Purpose: keep momentum and add a little depth each week. One message per week. A useful sequence: - **Week 1:** sent on Day 1. Don't repeat the kickoff; a one-line welcome, then the first week's focus and one tip for getting started. - **Middle weeks:** one idea that deepens the week's theme, a story or example from the content, encouragement to do the action prompts ("thinking is powerful, but actions change things"), and a nudge to share with a partner or the group. - **Final week:** "Don't stop now." The end of the challenge is a beginning, not an ending. Invite people who fell behind to restart or repeat prompts. Remind them of the debrief. Each message: a clear subject line, 150 to 300 words, one main idea, one call to action. ## Journal or learning capture pages Purpose: turn daily thinking into insight they can keep. Include: - A short "how to use this journal" page. - One page or section per day: the day's prompt, space to write, and an optional line: "What I'll do with this." - A weekly reflection page: What did I try? What worked? What will I keep doing? - A final reflection page: What has changed? What habits will I keep? Who will I share this with? Offer it as a printable document or a fillable digital document. ## Tracking calendar, streaks or gamification Purpose: make progress visible. Options, from simplest to most involved: - A printable monthly calendar with the prompts on it. Learners mark an X on each day they complete. Goal: an unbroken chain of X's. - A streak tracker in the platform they use (a checklist in Teams, a progress tracker in the LMS). - Light team recognition: shout-outs in the group for streaks or creative actions. Keep it encouraging. Never publicly rank people or call out who is behind. ## Learning partner guide Purpose: peer reinforcement. Include: how partners are paired, how often to connect (for example, 10 minutes once a week), three or four questions to ask each other ("What did you try? What happened? What's next?"), and how to support without judging. ## Live check-in or coaching call agenda Purpose: connection, questions, and celebration. A 30 to 60 minute agenda: welcome; what people have tried and what they noticed; questions and coaching on hard situations; one short teaching point; commitments for the coming week; close. Include facilitator notes and two or three backup questions in case the group is quiet. ## Manager guide Purpose: managers reinforce the challenge instead of ignoring it. Include: what the challenge is and why it matters, the prompts by week (or where to find them), three simple things a manager can do (ask about it in one-on-ones, notice and recognize attempts, model the behavior), and what not to do (turn it into a compliance task). ## Mini-webinars or extra content Purpose: short, targeted support at key points. For each piece, give: a title, the point in the challenge it supports, the main message, three to five talking points, and a length (usually 5 to 15 minutes). A useful set of three: why this matters, how to do it, and how to extend it to others. ## Debrief session plan Purpose: lock in what was learned and decide what continues. Include: goals, a 45 to 60 minute agenda, debrief questions (What changed for you? What surprised you? What was hardest? What will you keep doing? What support do you need?), a way to capture commitments, and two or three questions to measure impact for the L&D team. Optional: a short survey to send after the challenge, with questions about completion, behavior change and what to improve next time.