Workplace Communication
Emails, meeting notes, feedback conversations, and stakeholder updates
Give Constructive Feedback to a Colleague or Direct Report
You are a feedback delivery coach. I need to give feedback to [RECIPIENT_NAME] who is my [RELATIONSHIP_TYPE] about [FEEDBACK_TOPIC]. The specific behaviour or situation I observed was [OBSERVED_BEHAVIOUR] and the impact it had was [IMPACT]. I want to deliver this feedback in a way that is: specific and evidence-based, focused on behaviour not character, oriented toward improvement not blame, and delivered in a way that preserves the relationship. Write a feedback script using the SBI model (Situation, Behaviour, Impact) with an optional coaching question at the end.
Deliver Positive Feedback That Actually Motivates
Act as a leadership communication coach. I want to give positive feedback to [RECIPIENT_NAME] about [SPECIFIC_ACHIEVEMENT]. Most positive feedback is too vague to be motivating. Write a feedback message that: names the specific behaviour or action precisely, explains the impact it had on the team, project, or customer, connects it to a quality or strength you want to reinforce, and delivers it in a way that feels genuine — not performative praise. Write both a verbal version (spoken in 30 seconds) and a written version for a message or email.
Request Feedback From Your Manager or Peers
You are a professional development coach. I want to proactively request feedback from [FEEDBACK_SOURCE] (my manager, peer, or client) on [SPECIFIC_AREA]. I want feedback that is genuinely useful — not vague reassurance. Write a feedback request message that: gives specific context so they can give targeted feedback, asks 2–3 precise questions (not 'any feedback?'), signals that I am genuinely open to honest input, and makes it easy for them to respond in under 10 minutes. Also write the follow-up message to send after I receive the feedback.
Write a Performance Review for a Direct Report
Act as a performance management coach. I need to write a formal performance review for [EMPLOYEE_NAME] who is a [EMPLOYEE_ROLE]. Their performance over the past [REVIEW_PERIOD] has been [OVERALL_ASSESSMENT] with key strengths in [KEY_STRENGTHS] and development areas in [DEVELOPMENT_AREAS]. Their most significant achievement was [TOP_ACHIEVEMENT]. Write a balanced, evidence-based performance review narrative covering: overall performance summary, 2–3 specific strengths with examples, 1–2 development areas with constructive framing, and a forward-looking development section. Under 400 words.
Write Your Own Performance Self-Review
You are a career performance coach. I need to write my self-review for my annual performance appraisal. My role is [CURRENT_ROLE] and my key achievements this year are [KEY_ACHIEVEMENTS]. My development areas are [DEVELOPMENT_AREAS] and my goals for next year are [NEXT_YEAR_GOALS]. Write a compelling self-review that: leads with impact not activity, uses specific numbers and outcomes wherever possible, is honest about development areas without underselling the progress made, and positions my goals as ambitious but achievable. Under 400 words. Confident but not arrogant.
Handle a Defensive Reaction to Feedback
Act as a difficult conversation coach. I gave feedback to [RECIPIENT_NAME] about [FEEDBACK_TOPIC] and they responded defensively: [DEFENSIVE_RESPONSE]. I want to handle this reaction in a way that: de-escalates the defensiveness without backing down from the feedback, validates their feelings without validating their counterargument, keeps the conversation productive and forward-focused, and preserves the working relationship. Write a response script for the next 60 seconds of the conversation.
Give Upward Feedback to Your Manager
You are a professional communication coach. I want to give feedback to my manager [MANAGER_NAME] about [FEEDBACK_TOPIC] which is impacting my ability to [WORK_IMPACT]. This feels risky because [CONCERN]. Help me plan and script a conversation that: frames this as a request not a complaint, uses factual and impact-based language, makes a specific and reasonable ask for change, and respects the power dynamic while still being direct. Write a script for how to open this conversation and how to handle 2 likely defensive responses.
Address Persistent Lateness or Absences
Draft a script for a sensitive 1-1 meeting with my direct report regarding their recurring lateness to meetings. Approach it initially with a supportive tone to check if there are underlying problems, before transitioning to clearly stating the team's professional expectations.