Hedging & Tentative Language
Situation: You disagree with a colleague's proposed timeline.
Your prompt: I don't think two weeks is enough. (Make this more tentative)
I'm not entirely sure two weeks will be quite enough, given the testing phase.
Two weeks might be a bit tight; perhaps we could look at extending it slightly?
I wonder if we might need a little more than two weeks to do this properly.
Situation: Describe a manager who checks every small detail of your work.
Your prompt: My boss is always checking my work too much.
I feel like I'm being micromanaged, which is affecting my autonomy.
There's a bit of micromanaging happening, and it's starting to impact morale.
My line manager is very much on top of every detail, which sometimes slows things down.
Situation: A junior colleague is overwhelmed with their workload.
Your prompt: Give them guidance without sounding dismissive.
I can see you have a lot on your plate. Maybe we could look at prioritizing together?
This does seem like quite a heavy workload. How about we break it down into smaller tasks?
Let's talk through what's most urgent. Sometimes just structuring it can make it feel more manageable.
Situation: Two team members have different working styles causing friction.
Your prompt: Propose a solution beyond just get along.
Rather than trying to change each other, could we create a workflow that accommodates both styles?
What if we divided tasks according to strengths? You handle the big picture planning, and you manage the detailed scheduling?
Maybe a clear project charter with agreed communication methods would help bridge this gap?
In a heated meeting, someone says: This is a terrible idea!
Okay, you have serious concerns. Could you help us understand what specific risks you see? That way we can address them.
Situation: You need to criticize a team member's approach without offending.
Your prompt: Your method is inefficient. (Make this more diplomatic)
This method seems to be taking quite a lot of time. Maybe there's a more efficient way?
I was wondering if perhaps we could explore some alternative approaches here?
It appears this process might not be the most streamlined option available to us.
Situation: A colleague isn't contributing equally to a project.
Your prompt: John isn't doing his fair share of work.
I'm concerned John might not be pulling his weight on this project.
There's an issue with workload distribution; not everyone is contributing equally.
We're facing a situation where some team members are carrying more of the load than others.
Situation: A team member keeps missing deadlines.
Your prompt: Address the issue while being supportive.
I've noticed the last few deadlines have been tight. Is there something getting in the way?
Let's talk about timelines. I want to make sure you have what you need to meet them.
The deadlines seem to be a struggle recently. Maybe we need to adjust expectations or get you some support?
Situation: A conflict has affected team morale.
Your prompt: Suggest steps to rebuild trust.
I think we need to focus on rebuilding trust first. Perhaps starting with some low-stakes collaborative tasks?
A team-building session focused on communication styles might help us understand each other better.
Regular, structured check-ins might prevent small issues from becoming big problems again.
Two colleagues are arguing about who said what in the past.
Rather than revisiting the past, let's focus on what works moving forward. What would success look like for both of you?
Situation: Suggesting a colleague might be wrong about data.
Your prompt: Your numbers are incorrect. (Soften this)
I think there might be a slight discrepancy in these figures.
Could we possibly double-check these numbers? They seem a bit different from what I have.
It's possible the data from the other report shows something slightly different.
Situation: Two departments are constantly arguing over resources.
Your prompt: Marketing and Sales are always fighting.
There are ongoing clashes between Marketing and Sales over resource allocation.
We're seeing some tension escalate between the two departments.
This power struggle between teams is creating a negative atmosphere.
Situation: A colleague is being overly critical in meetings.
Your prompt: Guide them toward more constructive feedback.
I appreciate your attention to detail, but sometimes the way feedback is given can come across as quite critical.
Your points are usually valid, but I wonder if we could frame them more positively?
Maybe we could try starting with what's working before moving to improvements?
Situation: Personality clash is affecting project delivery.
Your prompt: Address the business impact while being human-focused.
The tension is starting to delay deliverables. For the project's sake, we need to find a way to work together effectively.
Our priority is project success. Can we temporarily set aside personal differences and focus on our common goal?
Let's separate the personal from the professional. What system can we put in place to ensure the work gets done well?
A colleague dismisses your suggestion as naive.
You might be right that I'm missing some complexity. Could you walk me through the main challenges you foresee?