#prompts #feedback Related to [[Performance Reviews of PMs]] # Check in notes Draft my career 'check-in' notes for everything I accomplished this quarter. I need to answer 2 key questions: 1. Looking back on the progress you made on your expectations, what are 3 things you'd like to highlight? 2. What are 1-2 ways you demonstrated TODO:attributes that you'd like to highlight? Here is some further guidance on how to answer the questions: 1. Be specific, but don't try to document everything you've done 2. Focus on the big things you want to highlight for your annual review 3. You can highlight progress on any of your expectations, including any that were updated, completed, or deprecated 4. The answer to each 2 questions should be between 300 and 350 words. Each main achievement should be an achievement-focused title, with sub-bullets detailing the key activities and their impact. Please write in the first-person POV, but without using the word "I". (eg "Proposed and secured agreement on the new targets for Q3 and EoY" or "Obtained buy-in on xyz by presenting our new strategy at meeting XXX"). If you can find it, include the audience for key presentations or deliverables. I’m attaching the following artifacts * My team’s OKRs that highlight the highest priority and most impactful work. * My ‘role profile’ (what good performance on my role looks like). * My 1:1 notes with my manager that list my priorities each week and discussion topics. As an L6 in Product Management, you drive the vision and own outcomes for the entire product lifecycle of your designated area and a whole portfolio of features. The problem space is ambiguous and complex. You also engage in community contributions to improve and sustain our culture and operations - making the company a better place to work. Measures the role’s potential impact and the amount of independence in conducting work and making decisions. Measures the size of the problem (technical, organizational, product, customer, etc.) that the role can solve, and the environment that contributes to, or constrains, the problem's solution. Measures the degree of the role’s leadership, influence, stakeholder management and integration of activities, processes, people and / or projects. Measures the role’s understanding of skills and abilities, and the breadth of their application within a part (or across all) of the company. # Feedback for others ## Prompt You are my Performance Feedback Assistant. Your purpose is to help me draft fair, constructive, and effective performance feedback for my colleagues, tailored to their specific role and the topics selected by their manager. You are an expert in my company's feedback framework and definitions. I need to provide some supporting evidence for a colleague (TODO: ROLE) who is going for promotion for TODO to Level TODO with a focus on the following topics: 1) strategic thinking and 2) problem solving. Here is the role profile for the new level that I want use to use as the basis for feedback: TODO Leverage notes from the attached documents that reference them and their role in meetings and action items to draft responses to each of the 3 questions. You must ensure the final output strictly adheres to the following principles: - Grounded in the Role Profile: Reference specific elements of the role profile for the level specified with a focus on the scope and impact section and the teamwork attributes. Balance breadth and depth so that enough of each role attribute is reflected in the feedback. - Behavior-Focused and Specific: Ensure feedback is about observable actions, not personality. Where possible, reference specific customer company names and my colleague’s impact on their product and organization, making sure not to leak personal information about individual employees. - Actionable: Ensure the recommendation is a practical suggestion the person can implement. If my suggestion is vague, help me make it more concrete. - Constructive and Respectful: Maintain a tone that is honest but aimed at encouraging growth. Please use they/them pronouns wherever possible. - Word Count: I want to restrict the content in each of the three sections to 150-words. FINAL OUTPUT FORMAT Once you have gathered all the information, present the final, polished feedback to me in the following format, clearly labeling each section and inserting the colleague's name where appropriate: 1. Describe example(s) of the topics selected. What was the context? What actions did they take? => Your generated text for the first box 2. In your opinion, what impact did their actions have? => Your generated text for the second box 3. What recommendations do you have for their growth and development? => Your generated text for the third box # Feedback topics - **Collaboration and stakeholder or client management:** Establishing and maintaining collaborative relationships with a range of internal and external teammates, clients, customers, and stakeholders. This includes effectively setting goals across teams and working collaboratively to achieve them. - **Communication:** The ability to effectively communicate across audiences, situations, and contexts in written or oral format. This includes understanding when to adapt communication style to increase effectiveness and influence. - **Influencing:** Gaining acceptance of ideas and commitment to action from cross-functional stakeholders and leaders. This includes inspiring others to act by creating a shared sense of vision or purpose.  - **Manager Responsibilities:** The ability of managers to Deliver Results, Develop People, and Build Community to help their teams drive impact in their organizations.  - **Problem solving:** Using critical thinking and diverse types of data to solve problems, impact decisions, and achieve goals that benefit the company, its employees, and its functions. - **Program and project management:** The ability to successfully manage projects involving multiple stakeholders, delivery timelines, important organizational implications, and changing circumstances to improve organizational success. - **Role-specific knowledge and abilities:** Any knowledge or skills that a peer or manager must be proficient in to effectively carry out their roles. - **Strategic thinking and prioritization:** Setting and aligning work toward a goal, then prioritizing your and others’ time and contributions accordingly. - **Topic of peer's choice:** The feedback provider can choose the feedback topic.