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Act as a sharp analyst who tells me what I need to know, not just what's easy to say.

Here's what I need you to look at: [paste the document, dataset, or situation]

Before you start, ask me anything you need to know about it.

Then walk through it in this order:
1. Orient — three one-sentence bullets: what it is, what it contains, why it matters.
2. Diagnose — the single most important issue, gap, or opportunity, in one clear sentence, plus why it matters more than the others.
3. Act — 3 to 5 next actions, each starting with a verb, naming who should do it if you can tell, tagged immediate / this week / this month.
4. Flag — any assumptions you made, anything missing that would change your answer, and any risks worth knowing.

Use these four labelled sections, in this order, every time. If something's unclear, make your best guess and note it in Flag rather than stopping to ask me again.

I'll know this worked if I can act on it without needing a second pass.

Works on almost anything — a contract, a set of notes, a half-formed problem. Start here if you’re new to structured prompting.

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Act as a sharp, neutral advisor — paid to tell me the truth, not to be agreeable.

Here's the decision I need to make: [state your decision as a clear question]

Before you answer, ask me anything you need to know to think about this properly.

Once you have what you need:
1. Restate the decision as one clear question.
2. Map every real option I have — including doing nothing.
3. Take the strongest option and stress-test its biggest assumption. What has to be true for it to work?
4. Give me a one-sentence recommendation.

Structure your answer in four labelled sections matching the four steps above, then end with one open question I still need to think about myself.

I'll know this worked if I can make the call after reading it once — no extra research needed.

Full walkthrough and example in 3 PRISM+ Prompts Every Business Owner Should Steal.

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Act as someone paid to tell me what my customers actually mean, not just what's loudest.

Here's the feedback I need you to go through: [paste reviews, survey responses, support tickets, or NPS comments]

Before you start, ask me anything you need to know — what the product or service is, who these customers are, what decision this is meant to inform.

Then:
1. Group everything into 3 to 5 themes, each named in 3 words or fewer, with a count of how many responses belong to each.
2. Rank the themes by how much they actually matter — how often they appear, how strongly people feel it, how much it affects the business — not just by volume.
3. Find one piece of feedback that doesn't fit any theme, and tell me why it might matter anyway.
4. For the top 2 themes, give me one specific change each: Change [X] so customers no longer experience [Y].
5. Tell me what you'd expect customers to mention that nobody did, and what that silence might mean.

Use one short quote per theme as evidence. Report what the feedback shows — don't editorialise.

I'll know this worked if I can act on the top theme without re-reading the raw feedback myself.

Works just as well on a pile of Google reviews as it does on a formal survey export.

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Act as a sharp editor who protects the author's voice — not one who rewrites everything to sound the same.

Here's the piece I need edited: [paste your draft]

Before you touch anything, tell me: what this writing is trying to do, its biggest structural problem, and its biggest sentence-level problem — one sentence each.

Then:
1. Rewrite the full piece — improve clarity, directness and flow, and cut anything that doesn't serve the purpose you named. Do not add length; the result should be the same length or shorter.
2. List the 3 most significant changes you made, in the format: Changed [X] to [Y] because [reason].
3. Flag anything you softened, cut, or reframed where I might disagree, and give me the option to put it back.

Match my original voice unless I ask you to change it.

I'll know this worked if I can see exactly what changed and why, not just receive a rewritten version.

Full walkthrough in 3 PRISM+ Prompts Every Business Owner Should Steal.

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Act as a content writer who understands SEO but writes for a human first.

Write a blog post on: [your topic]

Here's what you need before you start: who it's for [audience], target length [word count], the keyword to work in naturally [keyword], and the tone [e.g. warm and practical, direct and no-nonsense].

Structure it as:
- A clear H1 that includes the keyword naturally
- An opening that speaks to a real pain point, not a general statement
- 3 to 5 H2 sections, each with one supporting example or piece of evidence
- A short practical takeaway or checklist near the end
- One call to action in the final paragraph

Don't use filler phrases, and don't open any sentence with "In today's world." Lead with something useful in every paragraph.

I'll know this worked if someone in my actual audience would keep reading past the first two paragraphs.

Naming the audience and tone up front is what separates this from a generic “write me a blog post” request.

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Write a LinkedIn post about: [your topic or insight]

Here's the context: my role is [your role/context], the one thing I want readers to take away is [core message in one sentence], and the tone should be [e.g. direct, no buzzwords / warm and practical].

Format it as:
- A hook line under 12 words that earns the scroll-stop
- 3 to 5 short, punchy paragraphs
- At least one concrete example, result, or number
- A closing question or observation that invites comments

Don't start with "I." No corporate jargon. No hashtags unless I ask for them.

I'll know this worked if it reads like something I'd actually say out loud, not a LinkedIn template.

Banning the “I” opener alone fixes most of what makes LinkedIn posts sound the same.

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Rewrite the message below at a [formality level] tone — options are very casual, casual, neutral, professional, or formal.

My draft: [paste your message]

Context: [e.g. this is a Slack message to a colleague I know well / an email to a client I've never met / a reply to a senior stakeholder in a long thread]

Keep every piece of information from the original. Adjust vocabulary, sentence length and salutation to match the formality level I asked for — don't add anything that wasn't in the original.

I'll know this worked if it reads like it was written by someone who knows this specific audience, not a generic formality filter.

The context line matters more than the formality label — “casual” means something different in a Slack message than in a reply to a CEO.

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Draft a reply to the email below.

My position: [your answer or response, in plain language]
Tone: [e.g. professional and brief / warm and helpful]
Length: [e.g. 2 to 3 sentences / under 100 words]

Don't start with "Thank you for your email" — get to the point in the first sentence.

The email I received: [paste it here]

I'll know this worked if I can send it with light editing, not a rewrite.

Giving Claude your intended answer in plain language, then letting it polish the delivery, is the fastest way to use this prompt.

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Act as a chief of staff who sat through the meeting and now needs to brief someone who wasn't there.

Here are my meeting notes or transcript: [paste your raw notes or transcript]

Before you start, ask me anything you need to know — who was in the room, what the meeting was for, or anything that would change how you read the notes.

Once you have what you need, give me:
1. One sentence, starting with a verb, summarising the whole meeting.
2. Only what was explicitly decided — not just discussed. Format each as: Decided: [what] | Owner: [name, or "unassigned"] | By: [date, or "no deadline set"].
3. Open items — questions or topics raised but not resolved, and what needs to happen before each can close.
4. Any tension or disagreement implied but never said out loud. Name it plainly, labelled clearly as your inference, not a quote.
5. One sentence on what the next meeting should focus on, based only on what's still unresolved.

I'll know this worked if someone who missed the meeting could read it and know exactly what to do next.

Full walkthrough in 3 PRISM+ Prompts Every Business Owner Should Steal.

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Generate a structured agenda for the following meeting.

Meeting type: [e.g. weekly team standup / client kick-off]
Duration: [e.g. 30 minutes]
Attendees: [roles or names]
Goal: [what needs to be decided or covered]
Topics to include: [list them]

For each topic, give me: time allocation, who leads it, and the outcome we want (decision, update, or discussion).

End with a 5-minute buffer for open questions, and keep the total within the meeting duration.

I'll know this worked if I could hand this to whoever's running the meeting and they wouldn't need to ask me anything first.

Naming an outcome per topic — decision, update, or discussion — is what stops a meeting from drifting.

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Extract all the action items from the meeting notes below.

For each one, tell me: what needs to be done, who's responsible, and the deadline if one was mentioned — or "not specified" if it wasn't.

Then list anything that was actually decided, separately from anything just discussed. Then list any open questions that weren't resolved.

Don't add anything that wasn't in the notes. If ownership is unclear, flag it rather than guessing.

Meeting notes: [paste your notes here]

I'll know this worked if I could send this straight to the team without editing it first.

Don’t clean up your notes before pasting them in — the messier the input, the more useful this prompt actually is.

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Turn the following goal into a structured project plan.

Goal: [what needs to be achieved, in plain language]
Deadline: [date or timeframe]
Team: [who's involved]
Constraints: [budget, tools, dependencies, or anything fixed]

Give me:
1. A one-sentence, measurable project objective.
2. Scope — what's included, and what's explicitly out of scope.
3. Key milestones with target dates.
4. A task breakdown per milestone — action verb, owner, estimated effort.
5. Dependencies — which tasks block others.
6. A definition of done.

Flag any gaps in what I've given you that would affect the plan. Don't pad this with generic project management advice.

I'll know this worked if I could hand this to my team and they'd know exactly where to start.

Naming what’s explicitly out of scope does more to prevent scope creep than any amount of detail on what’s in.

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Generate a risk register for the following project.

Project: [name and brief description]
Timeline: [start and end date]
Team: [who's involved]
Key dependencies: [external teams, vendors, systems, or approvals needed]

For each risk, give me: what could go wrong, likelihood (low/medium/high), impact if it happens (low/medium/high), early warning signs to watch for, a mitigation action to reduce it now, and a contingency if it happens anyway.

Aim for 6 to 10 risks, specific to this project — not a generic list. Prioritise the ones with the highest impact.

I'll know this worked if at least one risk here is something I hadn't already thought of.

If every risk it gives you feels obvious, push back and ask for the ones you’re not seeing.

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Write a job description for the following role.

Role: [job title]
Team: [department]
Reports to: [manager title]
Location: [remote / hybrid / on-site]

What this person will actually do day to day: [the real responsibilities, not the inflated version]

What we need them to bring —
Must-haves: [non-negotiable skills or experience]
Nice-to-haves: [helpful but not required]

What makes this role worth joining: [be honest — growth, mission, team, flexibility, comp]

Tone: direct and human, written like a real person, not an HR template. Avoid buzzwords and inflated requirements. Don't require years of experience unless it's genuinely necessary.

I'll know this worked if the right candidate would recognise themselves in it, and the wrong ones would self-select out.

Listing the real day-to-day, not the aspirational version, is what makes this different from a generic template.

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Write a 30-60-90 day onboarding plan for a new [job title].

Team context: [what the team does and where this role fits]
Manager: [name and title]
Key stakeholders they'll work with: [list]
Main tools and systems they'll use: [list]

For each phase — days 1-30, 31-60, 61-90 — tell me: what this phase is primarily about (learn, contribute, or lead), key activities and who owns them, what the new hire should know or be able to do by the end, and how success will be measured.

Also include a week 1 checklist (first 5 things they should do) and a first meeting agenda with their manager.

Write it for the new hire, not the manager — and be specific to this role, not generic.

I'll know this worked if a new hire could follow it on their own with almost no hand-holding.

Writing it for the new hire’s eyes, not the manager’s, is what makes it something they’ll actually use in week one.

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Create a content brief for a blog post targeting this keyword: [primary keyword]

Secondary keywords to include naturally: [list 3 to 5]
Target audience: [who will read this]
Funnel stage: [top / middle / bottom]
Desired word count: [e.g. 1,200-1,500 words]
What we do: [brief description of your product or business]

The brief should include: a recommended H1, a meta description under 155 characters, a suggested H2 structure with a one-sentence note on what each section covers, internal linking suggestions, the angle that differentiates this from what's already ranking, 3 questions the article must answer to satisfy search intent, and a CTA recommendation for the end.

Write the brief only — don't write the article itself.

I'll know this worked if a writer could execute this without a single follow-up question.

Keeping this to a brief, not a draft, is what makes it useful for briefing someone else — or your future self.

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Write SEO title tags and meta descriptions for the following pages.

Brand name: [your brand]
Tone: [e.g. professional / conversational / direct]

Rules: title tags under 60 characters with the primary keyword near the front; meta descriptions under 155 characters with a benefit and a soft CTA; no duplicated phrasing across pages; write for clicks, not just keyword inclusion.

Page 1
Page name: [name]
Primary keyword: [keyword]
What this page does: [brief description]

[Repeat this block for each additional page]

I'll know this worked if I could publish these as-is without rewriting a single one.

Banning duplicated phrasing across pages is what stops every meta description from sounding interchangeable.