Converts raw meeting notes into a structured action plan: a brief recap, the key decisions, tasks sorted by the person responsible, any deadlines, open questions and a ready-to-send follow-up for the team.
Role: an executive assistant. Meeting notes: [paste your notes] Task: turn these notes into a concise action plan. Output, in this order: 1. Key decisions taken 2. Summary of the important points 3. Responsibilities: who does what 4. Deadlines 5. Issues still unresolved
Role: you are an executive assistant. Meeting transcript: [paste the transcript] Task: analyze it and extract: 1. Every decision that was confirmed 2. Action items, each with owner and deadline (as a table) 3. Issues still unresolved, ranked by importance 4. The key power dynamics in the room 5. Meaningful subtext revealed by tone, hesitation or what was left unsaid End with an executive summary that takes 30 seconds to read and brings anyone who missed the meeting fully up to date.
Business process: [specific business process] Task: create a process flow diagram for this process, written as numbered steps. Then: 1. Identify the potential bottlenecks. 2. Suggest improvements to efficiency.
Context: my client is introducing [AI initiative] in [describe the organization]. Task: help me sketch the employee who is most likely to push back against it. Describe: - their role - what they fear about AI - the rumors reaching them - the words they use when they talk about the change - what frustrates them day to day - how they have already tried to resist - where they let off steam (Slack, lunch breaks, 1-on-1s) Close with a single summary paragraph that I will use as the basis of my strategy.
Portrait of the resistant employee: [paste the portrait] AI rollout: [describe the rollout] Task: help me build the full set of change management messages for this rollout. Include: - the core narrative that leadership will tell - the specific value angle for frontline teams - 3 distinct framings, one per employee tier - the emotional triggers that bring resistance down - the 5 main objections employees will have but not voice, each with the reply leadership will give
Context: my client is introducing [AI initiative] in an organization of [size]. Task: considering where employees really pay attention and how real change usually reaches them, recommend the 3 best internal channels for communicating the change. For each channel, explain: - why it suits this workforce - which content performs best there - how much investment it requires - what success would look like Then list the channels to avoid, with the reason for each.
Context: my client is introducing [AI initiative] in [team or function]. Task: build a full change adoption plan covering 90 days. Include: - adoption pillars aligned with how employees think and feel - a week-by-week calendar of internal touchpoints (as a table) - moments where leadership is visible - the rhythm of training - metrics that reveal genuine adoption, as opposed to compliance on the surface
Context: my client is introducing [AI tool] to [employee group]. Task: design the full adoption funnel, from the first time people hear about it to lasting everyday use. Cover these stages: 1. how the first announcement is received 2. the campaign aimed at early adopters 3. the training sequence for managers 4. the moment of the mass rollout 5. the retention strategy that turns early usage into a permanent habit
Scope of the AI rollout: [paste the scope] Task: name the 7 largest risks of resistance in this rollout. For each risk, state: - where it appears - who in the organization will raise it first - the political price if leadership ignores it - the precise mitigation wording I should build into the rollout plan, so the issue is handled before it surfaces
Meeting transcript: [paste it] Extract: - the decisions that were made - the action items, each with its owner - the issues still open - anything that requires a follow-up Format the result so that I can paste it directly into Slack or an email.