#new manager coaching

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.

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.