AIプロンプト： チームマネジメント

Help me prepare for a 1-on-1 meeting with a direct report.

Their role: [title and responsibilities]
Tenure: [how long they've been on the team]
Recent performance: [strong / meeting expectations / needs improvement]
Current projects: [what they're working on]
Last 1-on-1 topics: [what you discussed previously]
Concerns: [anything worrying you about this person]

Create:
1. A 30-minute agenda with time allocations
2. 5 open-ended questions to understand their current state
3. A coaching question for their biggest growth area
4. How to give feedback on [specific situation] using the SBI model
5. Career development talking points based on their level
6. Action items template to send after the meeting

Help me write a performance review for a team member.

Their role: [title]
Review period: [dates]
Key accomplishments: [list 3-5 achievements with results]
Areas for improvement: [list 2-3 growth areas]
Goals from last review: [what they committed to]
Peer feedback themes: [positive and constructive patterns]
Overall rating: [exceeds / meets / below expectations]

Write:
1. An opening paragraph that captures their overall contribution
2. Accomplishment narratives with specific impact (not just 'did a good job')
3. Constructive feedback using the situation-behavior-impact framework
4. Development goals for the next period with measurable milestones
5. A career growth recommendation (promotion ready / on track / needs focus)
6. Talking points for delivering this review in person

Help me navigate a conflict on my team.

People involved: [roles, not names]
The conflict: [what happened and the disagreement]
How long it's been going on: [timeline]
Impact on the team: [how it's affecting work]
Previous attempts to resolve: [what you've tried]
Your relationship with each person: [context]

Provide:
1. An honest assessment of what's likely driving the conflict beneath the surface
2. A mediation plan: who to talk to first, in what order, and what to say
3. Scripts for each conversation (opening lines, key questions, closing)
4. Boundaries to set: what behavior is unacceptable regardless of the dispute
5. A follow-up plan to ensure the resolution sticks
6. Warning signs that the conflict needs HR involvement or escalation

Help me design a hiring process for a [role title].

Role purpose: [why this role exists and what success looks like]
Team they'll join: [size, culture, work style]
Must-have skills: [non-negotiable requirements]
Nice-to-have skills: [bonus qualifications]
Biggest hiring mistake to avoid: [what went wrong with past hires]
Compensation range: [salary band]

Create:
1. A job scorecard: 5 key outcomes this person must deliver in year one
2. A structured interview plan with 4 rounds and what each assesses
3. 3 behavioral questions per round with scoring rubrics
4. A work sample or take-home assignment that tests real job skills
5. Red flags to watch for during interviews
6. A candidate comparison matrix template for final decisions

Help me build a stronger team culture.

Team size: [number]
Work arrangement: [remote / hybrid / in-office]
Current culture: [describe honestly — good and bad]
Values I want to reinforce: [3-5 values]
Biggest culture problem: [what's not working]
Budget for team activities: [monthly amount]

Design:
1. A team charter: norms, communication expectations, and decision-making process
2. 5 rituals that reinforce desired culture (weekly, monthly, quarterly)
3. A recognition system that's authentic, not performative
4. An onboarding experience that transmits culture from day one
5. How to address culture violations without being heavy-handed
6. Culture metrics: 3 ways to measure whether culture is improving

Help me delegate more effectively.

My role: [title and responsibilities]
Team members: [list each with their role and experience level]
Tasks I currently do myself: [list 8-10 tasks with weekly time spent]
Why I struggle to delegate: [perfectionism / trust / speed / explaining takes too long]
Team's current capacity: [overloaded / balanced / has bandwidth]

Create:
1. A delegation matrix: which tasks to delegate, to whom, and why
2. For each delegated task: the level of delegation (inform / recommend / decide / act)
3. A handoff template: context, expectations, deadline, and check-in schedule
4. A 'letting go' framework for recovering perfectionists
5. How to handle it when delegated work comes back below your standard
6. A 30-day delegation plan to gradually offload 40% of your current tasks