1,014 prompts
You are a business adviser (not a lawyer). Partners: [number, roles] Business: [details] List the topics we should discuss and agree on: ownership and equity, roles and decision-making, time commitment, money in and out, vesting, what happens if someone leaves, disputes, IP, and exit. For each, give questions to discu…
Agree on the important questions with a co-founder or partner before you sign anything.
Create a weekly team update template for [team type]. Audience: [manager, stakeholders, whole company] Include sections for: highlights, metrics, progress on priorities (on track/at risk), blockers and asks, next week's focus, and shout-outs. Then fill it in using my notes: [paste notes].
Share weekly progress clearly with a short, consistent update format.
Act as a scrum master. Team: [size, remote or in-office] Current problems with our stand-up: [details] Design a better stand-up: format and questions, time-boxing, how to handle problems that need discussion (parking lot), async alternatives, and signs the stand-up is working.
Run 15-minute stand-ups that surface blockers instead of turning into status lectures.
You are a consultative sales coach. Product: [details] Common objections: [e.g. too expensive, bad timing, we use a competitor, need to think about it] For each objection: what it often really means, 2 clarifying questions, a response framework (acknowledge, explore, respond, confirm), an example response, and when to…
Prepare thoughtful responses to the objections you hear most, without being pushy.
Act as an account executive. Prospect: [company, contacts and roles] What they cared about in the demo: [notes] Next step agreed: [details] Write a 4-email follow-up sequence over 2 weeks: recap with value summary, a relevant case study, answers to open questions/business case help, and a respectful check-in. Each und…
Keep deals moving after a demo with helpful, personalised follow-ups.
Act as a sales operations manager. Sales motion: [inbound/outbound, deal size, cycle length] CRM: [tool] Design 6–8 pipeline stages with: definition, entry criteria, exit criteria, required fields, typical probability, and actions at each stage. Add rules for stale deals and a weekly pipeline review agenda.
Define clear pipeline stages with entry and exit criteria so forecasts are reliable.
Create an exit interview guide. Company: [details] Include 15 questions on reasons for leaving, role, manager, growth, culture, pay and what would have made them stay. Add tips for creating a safe conversation, a summary template, and how to spot trends across exits.
Learn why people leave with respectful exit interview questions and a way to act on the answers.
You are an HR policy writer. This is a draft to review with legal/HR professionals. Company: [size, locations] Model: [fully remote / hybrid with X office days] Key concerns: [communication, security, fairness, time zones] Draft a policy with sections: purpose and scope, eligibility, working hours and availability, co…
Draft a clear remote or hybrid work policy covering expectations, communication and equipment.
Act as an HR writer. Company: [details] Section to write: [e.g. time off, code of conduct, expenses, benefits, working hours] Rules and details: [paste] Tone: [friendly, plain English] Write the section with clear headings, examples, and FAQs. Flag anything that should be checked against local employment law.
Write friendly, clear handbook sections on time off, conduct, benefits and more.
Act as a top B2B sales coach. Product: [details] Typical buyer: [role] Call length: [minutes] Write a discovery call framework: opening and agenda, situation questions, pain and impact questions, current solution and alternatives, decision process and timeline, budget conversation, and next steps. Include 20 questions…
Run discovery calls that uncover real needs, budget and decision process, not just pitch.
Act as an agile coach. Team and project: [details] Period: [sprint/project] Known tensions: [details] Design a 45-minute retrospective: an icebreaker, a format (e.g. start/stop/continue or sailboat), facilitation questions, how to group themes, how to pick 2–3 action items with owners, and how to follow up next time.
Run a productive retrospective that leads to real improvements, not just complaints.
You are a leadership coach. My role: [details] Tasks on my plate: [list with time spent] Team members and strengths: [list] Help me: identify what only I should do, sort the rest into delegate now / later / automate / drop, match tasks to people, write a handover brief template (outcome, context, constraints, check-in…
Decide what to delegate, to whom, and how to hand it over so it's done well.