ChatGPT Prompts for Australian Managers (2026)

These prompts are designed to be used in ChatGPT, Claude, or any capable general-purpose AI tool. They work best when you add specific context about your team, your organisation, and the particular situation you are working through. The more specific you are, the more useful the output will be.

For anything involving personnel matters or sensitive team dynamics, use AI to help you think through the situation and develop your approach — but keep the specific details of individuals and confidential matters out of the prompt. Focus on the structure and language rather than the specifics.

How to Use These Prompts

These prompts are designed to be used in ChatGPT, Claude, or any capable general-purpose AI tool. They work best when you add specific context about your team, your organisation, and the particular situation you are working through. The more specific you are, the more useful the output will be.

For anything involving personnel matters or sensitive team dynamics, use AI to help you think through the situation and develop your approach — but keep the specific details of individuals and confidential matters out of the prompt. Focus on the structure and language rather than the specifics.

Team Communication

Team update: "I need to write a weekly update for my team of [number] people in [industry/function]. The key things that happened this week were [list them]. The priorities for next week are [list them]. Help me write a clear, concise update that keeps the team informed without overwhelming them with detail."

All-hands message: "I need to communicate [describe the situation — a change, a result, a new direction] to my whole team. The key messages are [list them]. The concerns they are likely to have are [describe them]. Help me write a message that is honest and direct without creating unnecessary anxiety."

Difficult announcement: "I need to tell my team [describe the difficult news — a restructure, a missed target, a change they won't welcome]. Help me draft a message that acknowledges the difficulty honestly, explains the reasoning clearly, and focuses on what we can control going forward."

Performance Conversations

Preparing for a performance review: "I am preparing for a performance review with a team member who [describe their performance broadly — strong performer, mixed results, specific development area]. The key points I want to cover are [list them]. Help me structure the conversation so it is constructive and forward-looking, and suggest language for the parts I find most difficult to say clearly."

Delivering difficult feedback: "I need to give feedback to a team member about [describe the behaviour or performance issue broadly, without identifying details]. The feedback needs to be specific and actionable. Help me develop language that is direct without being harsh, and that focuses on the impact of the behaviour rather than making it personal."

Writing a performance review: "I need to write a performance review for a team member. Their key achievements this period were [list them]. The areas where they need to develop are [list them]. Help me write a review that is specific, balanced, and gives them a clear picture of where they stand and what they need to focus on."

Recognising strong performance: "I want to recognise a team member who has [describe what they did]. Help me write a message that is specific about what they did well and why it mattered — not just generic praise."

Project and Priority Management

Project brief: "I need to write a project brief for [describe the project]. The objective is [describe it]. The key deliverables are [list them]. The timeline is [describe it]. The main risks are [list them]. Help me write a clear, concise brief that gives the team everything they need to get started."

Priority setting: "My team has [number] competing priorities this quarter. They are [list them]. We have limited capacity and cannot do everything well. Help me think through how to prioritise these, what trade-offs we need to make, and how to communicate the priorities clearly to the team."

Status update for senior leadership: "I need to write a status update on [project/initiative] for my senior leadership team. The current status is [describe it]. The key risks are [describe them]. The decisions I need from leadership are [list them]. Help me write a concise update that gives them what they need without burying the important points in detail."

Conflict and Difficult Situations

Team conflict: "Two members of my team are in conflict about [describe the situation broadly]. I need to address this before it affects the broader team. Help me think through how to approach this — whether to address it individually or together, what to say, and how to get to a resolution that both people can accept."

Underperformance: "A team member has been underperforming for [time period]. I have had informal conversations but the situation has not improved. I need to have a more formal conversation. Help me structure this conversation and develop the language I need to be clear about the expectations and the consequences if things do not improve."

Managing up: "I need to push back on a direction from my manager about [describe the situation broadly]. I disagree because [describe your reasoning]. Help me develop a clear, professional way to raise my concerns without being seen as obstructive or difficult."

Hiring and Onboarding

Job description: "I need to write a job description for a [role title] in my team. The key responsibilities are [list them]. The skills and experience we are looking for are [list them]. Help me write a job description that is clear, specific, and will attract the right candidates."

Interview questions: "I am interviewing candidates for a [role title] position. The key things I need to assess are [list them]. Help me develop a set of structured interview questions that will give me useful information about each of these areas."

Onboarding plan: "I have a new team member starting in [role]. Help me develop a 30-60-90 day onboarding plan that sets them up for success — covering what they need to learn, who they need to meet, and what they should be able to do independently by the end of each period."