94 prompts
Act as a senior software architect. Project type: [web app, API, mobile app, library] Stack: [details] Team size and expected growth: [details] Features: [list] Propose a folder structure (with explanation of each folder), layering (e.g. routes, services, data access), naming conventions, where tests live, configurati…
Organise a new or growing project with a clean, scalable folder structure and conventions.
Write an internal announcement for a new feature. Feature: [details] Launch date: [date] Who it's for and why it matters: [details] What each team needs to know: [sales, support, marketing] Include: a short summary, key benefits, how it works, FAQs, talking points per team, known limitations, and where to ask question…
Tell colleagues about a new feature so sales, support and marketing are ready.
You are a business coach. Business: [details] This year's goals and results: [data] Wins and setbacks: [lists] Customer and team feedback: [summary] Create an annual review: performance vs goals, what drove results, lessons learned, what to stop/start/continue, and 3–5 priorities and targets for next year, plus a one-…
Reflect on the year's performance and set priorities for the next one.
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.
Act as an HR insights specialist. Company size and type: [details] What we want to understand: [details] Create a 20-question survey covering role clarity, growth, management, recognition, workload, wellbeing, belonging and intent to stay (with rating scales and 3 open questions), guidance on anonymity, and how to sha…
Design an engagement survey that gives honest, actionable insights about your team.
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.
You are a strategy consultant. Business: [details] Where we are now: [revenue, team, market position] Where we want to be in 3 years: [vision] Strengths and constraints: [details] Create: mission and 3-year vision, 3–5 strategic priorities, initiatives under each, yearly milestones, resource needs, key risks, and how…
Turn your vision into a 3-year plan with strategic priorities, initiatives and yearly milestones.
Act as an offsite facilitator. Team: [size, roles] Length: [hours/days] Goals: [strategy, alignment, team building, planning] Big questions to answer: [list] Create: a detailed agenda with session goals and formats, pre-work for attendees, facilitation techniques, team-building moments, decision-making methods, and a…
Plan a focused leadership offsite with sessions that produce decisions and alignment.
You are a business analyst. Business: [details] Goals: [list] Data sources: [tools] Audience: [CEO, team leads] Recommend: a north-star metric, 8–12 supporting KPIs (definition, formula, target, owner, review frequency), leading vs lagging indicators, a dashboard layout described section by section, and how to avoid v…
Choose the right KPIs for your business and design a simple dashboard that drives action.
Act as a startup people adviser. Current team: [roles] Goals for the next 12 months: [details] Budget for hires: [amount] Bottlenecks: [where work piles up] Recommend the next 5 hires in priority order with reasoning, full-time vs contractor vs agency for each, a simple org chart for now and in 12 months, and a hiring…
Plan which roles to hire next, in what order, and how the team should be structured as you grow.