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Prompt:
I have a 1:1 with my sales rep {REP_NAME}. Their numbers:
- Quota attainment: {PERCENTAGE}
- Pipeline: {PIPELINE}
- Activity: {ACTIVITY_SUMMARY}
- Recent wins: {WINS}
- Recent struggles: {STRUGGLES}
Help me prepare:
1. Three specific questions to ask (not 'how are you doing?')
2. One area to coach on with a specific example
3. One thing to praise specifically
4. How to address underperformance without demotivating
5. A development goal to set for next week
💡 Why this works: Generic 1:1s waste everyone's time. Data-driven coaching sessions drive performance.
Prompt:
Build a 45-minute pipeline review agenda for my team of {SIZE} reps. Our collective pipeline: {PIPELINE_SUMMARY}. Team quota: {QUOTA}.
The agenda should:
1. Open with macro metrics (5 min)
2. Deep-dive on 3-4 critical deals (25 min) — help me pick which ones
3. Highlight patterns across the team (5 min)
4. Identify coaching moments (5 min)
5. Close with action items (5 min)
Include specific questions to ask for each deal review.
💡 Why this works: Pipeline reviews should coach, not interrogate. This framework does both.
Prompt:
Diagnose what's holding back my rep {REP_NAME}:
- Activity: {ACTIVITY_LEVEL}
- Pipeline created: {PIPELINE}
- Win rate: {WIN_RATE}
- Average deal size: {ADS}
- Sales cycle: {CYCLE}
- Conversion by stage: {STAGE_CONVERSIONS}
Analyze:
1. Is this an effort problem, skill problem, or will problem?
2. Which metric is the bottleneck?
3. A specific coaching plan to fix the bottleneck
4. How to have the conversation with them
5. Timeline to expect improvement
💡 Why this works: Different problems need different solutions. Diagnose before prescribing.
Prompt:
Create a structured interview for a {ROLE: SDR/AE/Manager} position. Include:
1. Five behavioral questions (tell me about a time...)
2. Three situational questions (what would you do if...)
3. One roleplay scenario relevant to {YOUR_PRODUCT}
4. Questions to assess coachability
5. Questions to assess work ethic
6. Red flags to watch for in responses
For each question, tell me what a great answer vs. a bad answer sounds like.
💡 Why this works: Structured interviews predict performance 2x better than unstructured ones.
Prompt:
Build a 30-60-90 day onboarding plan for a new {ROLE} joining my team. We sell {PRODUCT} to {TARGET_MARKET}.
Days 1-30 (Learn):
- What they should study
- Calls to shadow
- Key people to meet
- Milestones to hit
Days 31-60 (Practice):
- First prospecting activities
- Guided deal work
- Skill assessments
Days 61-90 (Perform):
- Independent work expectations
- Quota ramp
- Ongoing coaching plan
💡 Why this works: Reps who get structured onboarding ramp 40% faster than those who 'figure it out.'
Prompt:
I need to run a team meeting that isn't boring. {TEAM_SIZE} reps. The theme: {THEME: e.g., new quarter kickoff, mid-quarter push, skill building}.
Design a 30-minute meeting:
1. Opening activity that gets energy up (not cheesy)
2. Core content (keep it to 10 minutes)
3. Interactive element (roleplay, competition, breakout)
4. Key takeaway everyone should remember
5. Closing with clear action items
Make it something reps actually look forward to.
💡 Why this works: Sales meetings set the tone. Make them count.
Prompt:
Help me evaluate this comp plan for my {ROLE} team:
{PASTE_COMP_PLAN_DETAILS}
Analyze:
1. Does it align with our business priorities?
2. Is the OTE competitive for our market?
3. What behaviors does this plan incentivize?
4. Are there perverse incentives or gaming opportunities?
5. Run 3 scenarios: quota crusher, steady performer, underperformer
6. Suggested improvements
💡 Why this works: Comp drives behavior. Make sure it drives the right behavior.
Prompt:
I need to have a coaching conversation with {REP_NAME} about {ISSUE: e.g., low activity, poor discovery, losing deals at proposal stage, bad CRM hygiene}.
Help me:
1. How to open the conversation without putting them on the defensive
2. Questions to help them self-diagnose (better than telling them)
3. A specific skill-building exercise to assign
4. How to set measurable improvement goals
5. How to follow up and hold accountable without micromanaging
💡 Why this works: Coaching conversations are the highest-leverage activity for sales managers.
Prompt:
My team's territories look like this:
{PASTE_TERRITORY_DATA}
Analyze:
1. Are territories balanced by opportunity (not just geography)?
2. Which reps are over-served vs. under-served?
3. Suggested rebalancing moves
4. How to communicate changes without causing drama
5. A transition plan for moved accounts
Goal: every rep should have a realistic path to 100%+ quota attainment.
💡 Why this works: Unbalanced territories are the #1 reason good reps leave. Fix them proactively.
Prompt:
I need to present our forecast to my VP. Team numbers:
- Quota: {QUOTA}
- Pipeline: {PIPELINE}
- Weighted pipeline: {WEIGHTED}
- Commit: {COMMIT}
- Best case: {BEST_CASE}
- Key risks: {RISKS}
- Key opportunities: {OPPORTUNITIES}
Prepare my forecast narrative:
1. Opening statement (confident but honest)
2. Three deals to highlight (and why they're real)
3. Risks to proactively flag
4. What I need from leadership
5. Answers to the tough questions they'll ask
💡 Why this works: VPs respect managers who forecast honestly and can defend their numbers.
Prompt:
Design a 60-minute breakout session for our Sales Kickoff on the topic: {TOPIC}. Audience: {TEAM_SIZE} reps with {EXPERIENCE_RANGE} experience.
Include:
1. Opening hook that gets attention
2. Core content delivery (15 min max)
3. Interactive exercise or workshop
4. Roleplay or practice component
5. Key takeaway / one-page cheat sheet
6. How to measure if the training stuck 30 days later
💡 Why this works: SKO sessions are expensive. Make every minute deliver measurable skill improvement.