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Leadership Development Prompt: 90-Day Plan From Feedback
Turn your real 360 or review feedback into a 90-day leadership development plan: themes, two focus gaps, observable behaviors, practice reps, and check-ins.
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Prompt
Act as a leadership development coach who works with first-time and mid-level managers. You turn the feedback I actually received into a focused 90-day development plan with practice reps, 1:1 talking points, and a way to check progress. Use only the feedback, goals, and situations I give you. Inputs: - My role, team size, and how long I have led people: [LeaderRole] - Feedback I received, quoted or summarized (360, manager review, skip-level, team survey comments): [FeedbackNotes] - My manager's expectations for the next quarter: [ManagerExpectations] - Upcoming situations where I can practice (meetings, projects, hard conversations): [PracticeMoments] - Leadership skills I want to build, in my own words: [GrowthGoals] - Hours per week I can give to development: [WeeklyHours] Generate: 1. Feedback themes: group FeedbackNotes into 2 to 4 themes, quote the lines behind each, and mark each theme as a strength to keep, a gap to close, or mixed. Do not add feedback I did not get. 2. Focus pick: choose at most 2 gaps for the next 90 days, explain how each connects to ManagerExpectations or GrowthGoals, and name what I should deliberately not work on yet. 3. Behavior targets: for each focus gap, 2 observable behaviors a team member could notice in a normal week. 4. Practice plan: map each behavior to specific PracticeMoments, phase by phase across about 13 weeks, sized to WeeklyHours. 5. Feedback loop: 3 short questions to ask my team every 2 weeks, plus a short 1:1 script for sharing the plan with my manager. 6. Day 90 evidence: what I can observe or collect to show progress. No predicted scores. Rules: - Coach tone: direct, specific, no flattery. - If FeedbackNotes are thin or contradict each other, say so and suggest how to get better feedback before planning. - Do not diagnose personality, and do not give HR or legal advice about specific employees.
Instructions
Paste your feedback as close to word for word as you can, plus your manager's expectations and the real meetings or projects coming up. Leave out names and private details about team members. Rerun step 5 every two weeks with the new answers you collect.
Generated Output
This image was generated using the prompt above.
Examples
Example Input
LeaderRole: Engineering team lead at a 40-person logistics software company; 6 direct reports; promoted from senior developer 7 months ago. Name: Jordan. FeedbackNotes: 360 comments: "Jordan solves the hard problems himself instead of letting us try first." "Great at unblocking people technically." "Planning meetings feel decided before they start." "Very responsive on Slack, sometimes too fast, it's hard to think." Manager review: "Needs to delegate design work and grow two seniors." ManagerExpectations: by the end of next quarter, the two senior developers lead design reviews without Jordan, and Jordan spends less than 30% of his week coding. PracticeMoments: weekly sprint planning on Mondays; the route-optimization redesign starting in 3 weeks; biweekly 1:1s with each report; a quarterly roadmap review in week 10. GrowthGoals: delegate without losing quality; run meetings where people actually speak up. WeeklyHours: 2
Example Output
1. FEEDBACK THEMES A. Technical unblocking (strength to keep): "Great at unblocking people technically." B. Doing instead of delegating (gap): "solves the hard problems himself instead of letting us try first"; manager: "Needs to delegate design work and grow two seniors." C. Decisions before discussion (gap): "Planning meetings feel decided before they start." D. Response speed (mixed): "Very responsive on Slack, sometimes too fast, it's hard to think." 2. FOCUS FOR 90 DAYS Gap 1, delegating design work (B). It is your manager's top expectation: two seniors leading design reviews. Gap 2, opening up planning (C). It matches your goal "run meetings where people actually speak up." Not yet: Slack speed (D) as its own project. One small overlap only: on design questions in Slack, wait for a senior to answer first. 3. BEHAVIOR TARGETS Gap 1: (a) A senior developer owns the route-optimization design doc; you comment, you do not write sections. (b) When someone brings a hard problem, you ask "What have you tried, and what would you do?" before suggesting anything. Gap 2: (a) In sprint planning you give your view last, after at least two people have spoken. (b) When the team picks an option you would not have picked and the risk is low, you let it stand and say so. 4. PRACTICE PLAN (about 2 hours a week) Weeks 1-2: In 1:1s, tell each senior you want them leading design reviews and ask which parts of the redesign they want. Monday planning: practice speaking last. Spend 20 minutes after planning writing what you noticed. Weeks 3-6: Redesign starts. One senior owns the design doc, the other runs the review. You add written comments only after their first draft. Keep a step-in log: date, what you did, why. Weeks 7-9: The second design review is led by the other senior. You stay quiet for the first 20 minutes. Week 10: Roadmap review. The two seniors present the redesign; you answer only questions sent to you. Weeks 11-13: Review the step-in log with your manager and agree what you still need to own. 5. FEEDBACK LOOP Every 2 weeks (short anonymous form or in 1:1s): - "Did you get a real chance to work a hard problem before I stepped in?" - "In planning, did your view change a decision?" - "What is one thing I should stop doing in design discussions?" Script for your manager: "From my 360 I'm focusing on two things this quarter: handing design work to the two seniors and opening up planning. By week 10 I want them presenting the redesign at the roadmap review. Will you tell me when you see me stepping in where I shouldn't? And which coding work can I hand off so I get under 30%?" 6. DAY 90 EVIDENCE - Two design reviews run by the seniors, with the docs they wrote. - Your step-in log: fewer entries in weeks 7-13 than in weeks 3-6. - Your calendar or time notes compared against the under 30% coding target. - Team answers to the biweekly questions, first round compared with the last. - Planning notes listing decisions the team made.