Showing 917 prompts
Write a Meeting Minutes Template
You are a business documentation specialist. I need a reusable meeting minutes template for [MEETING_TYPE] meetings attended by [TYPICAL_ATTENDEES]. Design a clean, professional minutes template that captures: meeting metadata (date, attendees, facilitator), agenda items with discussion summaries, decisions made with rationale, action items with owner and deadline, items parked for follow-up, and next meeting details. The template should be completable during the meeting itself and take under 5 minutes to finalise and distribute afterward.
Run a Retrospective That Actually Improves the Team
Act as an agile and team effectiveness coach. I need to run a team retrospective for [TEAM_TYPE] after [PROJECT_OR_SPRINT]. Previous retrospectives have resulted in [PREVIOUS_OUTCOME] (e.g. surface-level observations, no follow-through on actions). Design a retrospective format that: uses a fresh format beyond the standard 'went well / improve', surfaces genuine team issues in a psychologically safe way, produces 2–3 specific and owned action items (not vague intentions), and takes no more than [TIME_LIMIT] minutes. Include facilitator instructions and key questions.
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.
Communicate Clearly Across Cultural Differences
Act as a cross-cultural communication specialist. I work with colleagues or clients from [CULTURE_OR_COUNTRY] and there are recurring miscommunications around [SPECIFIC_COMMUNICATION_CHALLENGE] (e.g. directness, hierarchy, written vs verbal preferences, meeting norms). Explain the cultural communication differences at play, give me 3 specific adjustments I can make to my communication style, provide example before-and-after versions of a message that demonstrate the adjustment, and advise on one question I should ask my counterpart to understand their communication preferences better.
Write Talking Points for a Difficult Conversation
You are a difficult conversation coach. I need to have a conversation with [PERSON_NAME] about [DIFFICULT_TOPIC]. I am nervous because [MY_CONCERN] and I expect they may react by [ANTICIPATED_REACTION]. Write structured talking points for this conversation covering: how to open in a way that sets a collaborative tone, the 3 key points I need to make with specific language for each, how to acknowledge their perspective without conceding my position, and how to close with a clear and agreed next step. Also give me the one sentence to use if the conversation gets heated.
Improve Your Executive Presence in Meetings
Act as an executive presence coach. I feel invisible or overlooked in senior meetings despite having valuable contributions. My role is [CURRENT_ROLE] and I typically attend [MEETING_TYPE] meetings with [ATTENDEE_SENIORITY]. Give me a practical guide to improving my meeting presence covering: how to enter and position myself physically and verbally, when and how to speak up (specific triggers and phrases), how to make my points land more memorably, how to build on others' points strategically, and the one habit that most undermines junior professionals' perceived credibility in senior meetings.