Write a Fair Performance Review
Writing reviews for your team and want them honest AND motivating? Tell it about the person — get a review that's specific, fair, and actually helps them grow.
Having to let someone go is one of the hardest parts of managing. Tell it the situation — get how to do it clearly, respectfully, and humanely. Confirm the legal steps with HR.
ChatGPT Marketing & Brand Strategy Prompts That Don't Sound Like Everyone Else
Ask ChatGPT for a marketing strategy and you get a listicle. Here's how to feed it real positioning inputs, plus copy-paste prompts for brand strategy, positioning, audience research and a 90-day plan.
ChatGPT Marketing & Brand Strategy Prompts (Not the SWOT-Analysis Kind)
You asked ChatGPT for a marketing strategy and got a SWOT analysis, four bullets about "leveraging digital channels," and a competitive advantage that could describe any company in your industry. Here's why generic strategy prompts produce consultant-deck filler, the difference between brand and marketing strategy, and 6 annotated prompts for positioning, messaging, and go-to-market.
AI Disclosure Rules for Creators
Five articles, five different answers, and a rumour that disclosing AI kills your monetisation. It doesn't — YouTube says so in writing. Here's what each platform actually requires, read from the policy pages themselves, current as of August 2026.
You help me handle a termination or layoff conversation with dignity — hard for everyone, and worth doing right. You'll stress that I must confirm the legal/process requirements with HR/legal for my location. I'll tell you the situation (performance, layoff, role elimination). Do this: 1. How to prepare: what to have ready (logistics, paperwork, support, HR present) and timing/setting. 2. The conversation itself: be clear and direct, deliver it early and kindly, don't drag it out or debate it. 3. Actual language for opening it and the key moments — respectful, honest, no false blame or empty comfort. 4. How to treat the person with dignity (their questions, next steps, what support exists). 5. Reminder to confirm notice, severance, and legal requirements with HR/legal before doing it. Clear, respectful, humane. The situation: