Showing 103 prompts
Influence a Decision Without Formal Authority
Act as an organisational influence coach. I want to influence the decision about [DECISION_TOPIC] but I have no formal authority over the decision-makers: [DECISION_MAKERS]. My preferred outcome is [MY_PREFERRED_OUTCOME] and my supporting rationale is [MY_RATIONALE]. Design an influence strategy covering: who to brief informally before the formal decision, how to frame my position in terms that resonate with each decision-maker's priorities, the data or evidence I should prepare, and what to do if the decision goes against me.
Write a Persuasive Business Proposal
You are a business persuasion specialist. I need to write a persuasive internal proposal to [DECISION_MAKER] requesting [WHAT_I_WANT]. The business case is [BUSINESS_CASE] and the decision-maker's primary concern is likely [THEIR_CONCERN]. Structure this proposal using the SCQA framework: Situation (context they know), Complication (the problem or opportunity), Question (what we should do), Answer (my specific recommendation). Include: the data that supports my recommendation, a risk section that pre-empts their objections, and a single clear ask at the end. Under 400 words.
Use Storytelling to Make Data More Persuasive
Act as a data storytelling coach. I have the following data or findings I need to communicate to [AUDIENCE_TYPE]: [DATA_OR_FINDINGS]. The key message I want this data to support is [KEY_MESSAGE]. My audience is sceptical and data-fatigued. Transform my data into a compelling narrative: identify the most surprising or important data point, build a story arc around it (context, conflict, resolution), connect it to something the audience already cares about, and suggest one visual that would make the most critical data point undeniable.
Negotiate Internally for Resources or Budget
You are an internal negotiation coach. I need to negotiate with [DECISION_MAKER] for [WHAT_I_NEED] (budget, headcount, tools, time). My business case is [BUSINESS_CASE] and I expect the objection will be [LIKELY_OBJECTION]. Write a negotiation conversation guide covering: how to frame the ask in terms of business outcomes not personal needs, how to present a tiered request (ideal, acceptable, minimum), how to pre-empt and address the likely objection, and how to handle a 'no' in a way that keeps the door open for a future conversation.
Build Buy-In for a Change Initiative
Act as a change management communication coach. I am leading a change initiative: [CHANGE_DESCRIPTION]. I need to build buy-in from [STAKEHOLDER_GROUPS] who have varying levels of resistance. Design a stakeholder communication strategy covering: a change narrative that addresses the WIIFM (What's In It For Me) for each group, the key messages for supporters vs sceptics vs resistors, the communication channels and timing to use for each phase of the change, and 3 common resistance statements with suggested responses.
Say No Professionally Without Damaging Relationships
You are an assertive communication coach. I need to say no to [REQUESTER_TYPE] who has asked me to [REQUEST]. My reason for declining is [REASON] but I am worried about being seen as uncooperative or difficult. Write 3 versions of a professional no: a direct decline with a brief explanation, a conditional yes with clear boundaries, and a warm redirect that offers an alternative. For each version, include the follow-up response if they push back. All versions should be confident but collegial.
Communicate Under Pressure or in a Crisis
Act as a crisis communication coach. An urgent situation has arisen: [CRISIS_DESCRIPTION]. I need to communicate with [STAKEHOLDERS] quickly and clearly. The facts I know are [KNOWN_FACTS] and what I do not yet know is [UNKNOWN_FACTS]. Write a crisis communication following the SBAR framework (Situation, Background, Assessment, Recommendation). Also write a holding statement for the first 30 minutes before all facts are known, and advise on the communication sequence — who should hear this first and in what order.
Communicate a Difficult Organisational Decision to Your Team
You are a leadership communication coach. I need to communicate a difficult organisational decision to my team: [DECISION]. I did not make this decision but I must communicate it. My team is likely to feel [ANTICIPATED_REACTION]. Write a team communication covering: how to open honestly without undermining the organisation, how to explain the rationale as clearly as the information allows, how to acknowledge the impact without dramatising it, how to answer the question 'what does this mean for us?', and how to close in a way that maintains team stability and morale.
Write a Professional Complaint to HR or Senior Management
Act as a professional communications advisor. I need to raise a formal complaint with [HR_OR_MANAGEMENT] regarding [COMPLAINT_SUBJECT]. The incidents I am reporting are: [INCIDENT_SUMMARY]. I have the following documentation: [DOCUMENTATION_AVAILABLE]. Write a formal complaint letter that: states the nature of the complaint clearly in the opening paragraph, presents facts chronologically and objectively (no emotional language), references any policy violations, states clearly what outcome or resolution I am requesting, and is written in a tone that is professional, credible, and firm.
Communicate Your Work Boundaries to Your Team
You are a workplace wellbeing and communication coach. I want to communicate my work boundaries to my [TEAM_OR_MANAGER] in a way that is clear, professional, and non-apologetic. My boundaries are: [MY_BOUNDARIES] (e.g. no Slack after 7pm, no meetings on Fridays, 24-hour email response window). Write a brief team message that states my boundaries clearly, gives enough context to be respected without over-explaining, offers an emergency protocol for genuine urgency, and sets a professional tone that invites reciprocal boundary-sharing.
Write a Script for a Redundancy Conversation
Act as an HR and leadership communication coach. I am a [MANAGER_LEVEL] manager who needs to conduct a redundancy conversation with [EMPLOYEE_DESCRIPTION]. The redundancy is due to [REASON] and the package being offered is [PACKAGE_DETAILS]. This is one of the most difficult conversations a manager faces. Write a conversation script covering: the exact opening words, how to deliver the news clearly and compassionately, the key information to provide in the meeting, how to handle the most common immediate reactions, and how to close the meeting with dignity and next steps.
Improve Your Active Listening Skills at Work
You are a communication skills coach. I have been told that I need to improve my active listening in workplace conversations — particularly in [SPECIFIC_CONTEXT] (e.g. 1-1s, client meetings, team discussions). My specific listening challenges are: [LISTENING_CHALLENGES] (e.g. I interrupt, I jump to solutions, I appear distracted). Give me a practical active listening improvement guide covering: the 3 most important listening behaviours to practise, specific phrases that signal genuine listening, how to slow down without appearing disengaged, and a 2-week daily practice to build the habit.