Leadership & Management
1:1 agendas, performance reviews, team building, and delegation
Handle a Grievance or HR Complaint as a Manager
You are an HR process and management guidance coach. I have received a formal or informal grievance from [COMPLAINANT_TYPE] about [GRIEVANCE_TOPIC]. I want to handle this fairly, professionally, and in line with good HR practice. Design a grievance management guide covering: the immediate steps to take when a grievance is raised, how to conduct an initial investigation conversation, when to involve HR or a senior leader, how to document the process appropriately, how to communicate the outcome fairly to all parties, and how to protect the working environment for both parties during and after the process.
Conduct a Structured Disciplinary Process
Act as an HR process and employment law guidance coach. I need to manage a formal disciplinary situation with [EMPLOYEE_NAME] regarding [DISCIPLINARY_ISSUE]. I want to follow a fair and structured process. Design a disciplinary process guide covering: the difference between informal and formal disciplinary action, the investigation steps before any formal meeting, how to conduct the disciplinary meeting fairly (opening, evidence presentation, employee response), the sanctions available at different severity levels, how to document everything appropriately, and the appeals process. Note: this is management guidance — I will involve my HR team for legal specifics.
Write a Job Description for a Key Hire
You are a talent acquisition and role design specialist. I need to hire a [JOB_TITLE] for my team. The role exists because [ROLE_PURPOSE] and the most critical success factor in the first 12 months is [SUCCESS_CRITERION]. The must-have skills are [MUST_HAVE_SKILLS] and the culture fit indicators are [CULTURE_FIT_INDICATORS]. Write a job description covering: a compelling role headline and opening paragraph, key responsibilities in outcome-based language (not task lists), essential and desirable requirements clearly separated, a team and culture description that attracts the right person, and a closing that signals what makes this opportunity genuinely worth applying for. Under 500 words.
Design a Structured Interview Process for a Key Role
Act as a talent acquisition and structured interviewing coach. I am hiring for [JOB_TITLE] and want to design a rigorous, fair, and efficient interview process. The top 3 competencies I need to assess are [KEY_COMPETENCIES] and the team size for the panel is [PANEL_SIZE]. Design a structured interview process covering: the interview stages and format (number of rounds, format per round), a competency-based question bank (3 questions per competency), how to score and calibrate responses consistently across panellists, how to assess culture add (not just culture fit), how to make a hiring decision when the panel is split, and how to give constructive feedback to unsuccessful candidates.
Manage a Redundancy Process With Dignity
You are an HR process and leadership communications coach. I have been asked to manage a redundancy process affecting [NUMBER_OF_ROLES] roles in my team. I want to handle this with as much dignity and fairness as possible. Design a redundancy management guide covering: the communication sequence (who hears what and when), how to have the individual notification conversation with empathy and clarity, what support to offer affected employees, how to manage the team who remain (survivor guilt and morale), how to communicate the business rationale honestly without sounding corporate or cold, and the one leadership behaviour during redundancy that people remember for years.
Write a Reference Letter for a High-Performing Team Member
You are a professional reference and talent advocacy specialist. I want to write a strong reference letter for [EMPLOYEE_NAME] who is applying for [TARGET_ROLE_OR_PROGRAMME]. They worked with me as a [THEIR_ROLE] for [DURATION]. Their standout contributions were [KEY_CONTRIBUTIONS] and their most distinctive quality is [DISTINCTIVE_QUALITY]. Write a reference letter (under 350 words) that: establishes my credibility as a reference in the opening, provides specific evidence of their performance, connects their capabilities to the requirements of the target role, includes one memorable insight that goes beyond their CV, and closes with an unambiguous endorsement.