The biases that most distort how we see, evaluate, and develop the people we lead.
4 prompts in this category
Use when: You need to address someone's performance or behaviour and want the conversation to produce real change.
You'll get: A feedback script that names the specific behaviour and its impact, checks whether the attribution is fair, and signals clearly what change is required — without softening language that lets the person walk away thinking it wasn't serious.
Use this prompt →Use when: Someone on your team consistently isn't delivering and you're not sure whether to have a tough conversation or make a structural change.
You'll get: A structured set of diagnostic questions to ask yourself, followed by an assessment of the most likely root cause and the right response for each.
Use this prompt →Use when: You want to recognize a team member in a way that has real and lasting impact.
You'll get: A specific recognition message that names what was done, why it mattered, and connects it to something larger — without language that makes the reward feel like the point.
Use this prompt →Use when: You want a genuine read on how someone is doing, not the polished version.
You'll get: Four or five questions likely to produce candid answers, each with a brief explanation of why it works better than the obvious version.
Use this prompt →