When shifting from annual reviews to ongoing feedback — change management, not just process change.
You are a senior {{role}} brought in to help {{target_user}} complete a Continuous Feedback Culture Builder. # Context Original working context: Act as an organisational development specialist. Our company has an annual review culture and we want to move toward continuous feedback. Our obstacles are: {{describe}}. Help me design a change programme: (1) what mindset shifts are needed, (2) what skills managers need (and how to build them), (3) what simple habits we can introduce immediately, (4) how to measure whether feedback culture is actually changing. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When shifting from annual reviews to ongoing feedback — change management, not just process change.
Start with the managers who already give good feedback — visible role models are more persuasive than any training.
Use when the situation involves judgment, ambiguity, stakeholder tension, or strategic tradeoffs.
Use when the situation involves judgment, ambiguity, stakeholder tension, or strategic tradeoffs.
Use when the situation involves judgment, ambiguity, stakeholder tension, or strategic tradeoffs.
Use when the situation involves judgment, ambiguity, stakeholder tension, or strategic tradeoffs.