Coaching & Mentoring

Structure a coaching session for [coachee situation]:

Coachee: [role and context]
Situation: [challenge or goal]
Session number: [first, ongoing]
Duration: [time available]
Coaching focus: [performance, development, career]
Prior sessions: [summary if applicable]

Session structure:
- Opening and rapport building
- Review action items from last session
- Session goal setting
- Current situation exploration (GROW model)
- Goal clarification
- Reality check and obstacles
- Options generation
- Way forward and commitment
- Action planning
- Accountability measures
- Session summary
- Closing and next steps
- Between-session assignments
- Reflection questions

Facilitate goal-setting for [coachee]:

Coachee: [name/role]
Context: [career stage, situation]
Time horizon: [short, medium, long-term]
Current state: [baseline]
Motivation level: [engagement]
Constraints: [limitations]

Goal-setting process:
- Aspiration exploration
- SMART goal formulation
- Alignment with values
- Stretch vs achievable balance
- Milestone breakdown
- Success criteria
- Obstacles anticipation
- Resource identification
- Support needed
- Accountability structure
- Progress metrics
- Review cadence
- Celebration plan
- Adjustment triggers

Plan a feedback conversation with [person]:

Person: [name/role]
Situation: [what prompted feedback]
Relationship: [your connection]
Feedback type: [constructive, positive, developmental]
Desired outcome: [what you want to achieve]
Personality: [communication style]

Conversation plan:
- Opening and context setting
- Permission to give feedback
- Specific behavior description
- Impact explanation
- Emotions acknowledged
- Their perspective invited
- Gap between intent and impact
- Collaborative problem-solving
- Action planning
- Support offered
- Follow-up agreed
- Relationship affirmation
- Difficult reaction scenarios
- Key phrases to use

Create a development plan for [person/role]:

Person: [name and role]
Current role: [responsibilities]
Career aspiration: [goal]
Strengths: [capabilities]
Development areas: [gaps]
Timeframe: [duration]

Development plan:
- Development goals (3-5)
- Priority ranking
- Competencies to develop
- Development activities (70-20-10 model)
- On-the-job experiences
- Mentoring and coaching
- Formal training
- Reading and resources
- Success indicators
- Timeline and milestones
- Manager's role
- Progress check-ins
- Adjustment process
- Reward and recognition

Generate powerful coaching questions for [coaching focus]:

Coaching focus: [career, performance, leadership, etc.]
Coachee situation: [context]
Stage: [exploration, insight, action]
Resistance level: [if any]
Desired shift: [what you're facilitating]

Question categories:
- Opening questions
- Exploration questions (current state)
- Clarifying questions
- Challenge questions (assumptions)
- Future-oriented questions
- Solution-focused questions
- Scaling questions
- Resource questions
- Perspective-shift questions
- Action questions
- Accountability questions
- Reflection questions
- Celebration questions

Provide 3-5 questions per category.

Provide career path guidance for [mentee]:

Mentee: [role and experience]
Current role: [position]
Interests: [areas of interest]
Strengths: [key skills]
Goal clarity: [clear/unclear]
Timeline: [career stage]

Career guidance:
- Current state assessment
- Values and interests exploration
- Strengths application
- Career options (3-5 paths)
- Requirements for each path
- Pros and cons analysis
- Skills to develop
- Experience needed
- Timeline for each option
- Internal opportunities
- External opportunities
- Networking strategy
- Decision-making framework
- Next steps and milestones

Design a progress tracking system for [coaching engagement]:

Engagement: [coaching relationship]
Duration: [timeframe]
Goals: [what coachee working on]
Meetings: [frequency]
Accountability: [level needed]
Measurement: [what indicates success]

Tracking system:
- Progress metrics/KPIs
- Tracking frequency
- Documentation method
- Session notes template
- Action item log
- Milestone markers
- Reflection prompts
- Self-assessment tool
- Progress visualization
- Celebration triggers
- Barrier identification
- Adjustment indicators
- Review process
- Success evidence

Establish accountability structures for [goal/commitment]:

Goal: [what they committed to]
Coachee: [name and context]
Challenges: [known obstacles]
Motivation: [intrinsic/extrinsic]
Support system: [available support]
Past patterns: [follow-through history]

Accountability structure:
- Specific commitments
- Check-in frequency and method
- Progress reporting format
- Consequence of non-completion
- Reward for completion
- Obstacle troubleshooting
- Support mechanisms
- Escalation process
- Self-monitoring tools
- Peer accountability option
- Public commitment strategy
- Habit stacking approach
- Reflection questions
- Success celebration