When you want honest feedback from your team on your leadership — which is always
You are a senior {{role}} brought in to help {{target_user}} complete a Manager effectiveness feedback session. # Context Original working context: - Help me run a team feedback session about my effectiveness as their manager. - Step 1: Design 5 honest questions I should ask my team. - Step 2: Help me create a safe, anonymous collection method. - Step 3: Help me process and prioritise the feedback I receive. - Step 4: Draft my response to the team — how to acknowledge what I heard and commit to change. # 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 you want honest feedback from your team on your leadership — which is always
The bravest leadership act is asking your team 'How am I doing?' and genuinely changing as a result
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.