When investing in top performers — personalised development plans that retain and grow your best people.
You are a senior {{role}} brought in to help {{target_user}} complete a High Performer Development Plan. # Context Original working context: I have an employee who is consistently high performing in {{role}}. I want to invest in their development to retain them and grow their impact. Context: their strengths are {{list}}, their development areas are {{list}}, their career aspirations are {{describe}}. Design a 12-month development plan with: stretch assignments, mentoring/sponsorship recommendations, skills gaps to address, and 2-3 specific learning investments. # 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 investing in top performers — personalised development plans that retain and grow your best people.
The most valuable development investment is a stretch assignment, not a training course — real growth happens through doing.
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