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Leadership prompts

Feedback, 1:1s, team decisions, the conversation you're avoiding.

• work Plan a Delegation Strategy for an Overloaded Manager

  Build a delegation plan that actually moves work off your plate and develops the team at the same time.

• work Translate Strategy Consultancy Output Into Operational Language

  Turn a strategy document into what operational teams actually need to do, keep doing, and decide.

• work Compare Leadership Styles for a Specific Team Situation

  Find the right leadership style for your specific team situation rather than using the one you default to.

• work Reframe a Failing Project as a Pivot Opportunity

  Find out whether your failing project should be stopped, pivoted, or modified before it consumes more resources.

• work Write a Compelling Vision Statement for a Team

  Write a team vision statement that actually means something rather than fitting any team on the planet.

• work Critique a Change Management Programme for Blind Spots

  Find out whether your change management programme is designed to succeed or to look like it is trying to.

• work Explain Organisational Dynamics to a New Leader

  Understand the informal dynamics that actually run organisations before the org chart misleads you.

• work Plan a Restructure Communication Strategy

  Plan restructure communications before the announcement rather than improvising after it.

• work Compare Agile and Waterfall Project Management for Your Situation

  Pick the right project methodology for your specific project rather than your general preference.

• work Write a Board-Level Executive Summary

  Write a board executive summary that leads with the recommendation rather than the background.

• work Reframe Micromanagement as Unclear Expectations

  Turn a micromanagement problem into an expectations conversation before it becomes a relationship problem.

• work Critique a Project Plan for Hidden Risks

  Find the risks hiding in your project plan before the project starts rather than when it is already late.

• work Understand Stakeholder Mapping Before Your Next Project

  Map your stakeholders properly before the project starts rather than discovering the blockers halfway through.

• work Decide Whether to Raise a Workplace Concern With HR

  Decide whether to go to HR by working through the four questions that actually determine the right move.

• work Summarise a Long Project Update for a Senior Stakeholder

  Turn a long project update into a four-line summary that a senior stakeholder will actually read.

• work Write a Performance Review for a Direct Report

  Write a performance review that tells someone something real rather than something diplomatically vague.

• work Compare Two Approaches to Handling a Difficult Colleague

  Compare two approaches to a difficult colleague before choosing one that might make things worse.

• work Reframe a Workplace Conflict Before It Gets Political

  Reframe a workplace conflict before it calcifies into a political problem neither side can exit.

• work Reframe a Business Failure Without Abandoning the Lesson

  Extract the transferable pattern from a business failure without getting lost in the story.

• work Difficult Performance Conversation: Script the Opening

  Script the opening of a difficult performance conversation so it starts rather than stalls.

• work Project Delayed: Honest Update Without Losing Confidence

  Draft a project delay update that is direct about what happened without alarming the stakeholders.

• work Critique This Manager's Feedback Delivery

  Get your feedback delivery critiqued before the conversation goes the way the last one did.

• work Performance Review Self-Assessment That Does Not Sound Like Everyone Else's

  Write a performance review self-assessment that names outcomes, not personality traits.

• work Decide Whether to Escalate or Handle It Yourself

  Know whether to take it upstairs or sort it out yourself.

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