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When Your Team Feels “Off”

How to best use your AI to support you as a leader at work

Toolbox / AI Prompt Supports / For Leaders

When this is useful

This reflection is for moments when your team is still functioning, but something feels different.

You may notice less initiative, more friction, quieter meetings, or a general sense of strain that’s hard to pinpoint. Performance may still be acceptable on the surface, yet the relational or emotional tone has shifted. This page is designed to help you notice and interpret those signals before intervening or making changes.

What this conversation helps clarify

This guided reflection can help you:

  • Distinguish temporary stress from emerging patterns

  • Identify whether the signal is individual, relational, or systemic

  • Separate what you’re sensing from assumptions about cause

  • Clarify what kind of response is proportional, and what would be performative

  • Slow down before acting in ways that might unintentionally add pressure

Not every signal requires action.
Clarity helps you choose when restraint matters more than response.

Guided AI reflection

(copy and paste into your AI tool)

I want you to act as a thoughtful, non-judgmental facilitator, not a coach, therapist, or problem-solver.

Help me reflect on signals I’m noticing on my team that suggest something may be “off.”

Please help me explore:

  • What specific behaviors or changes I’m observing

  • How long these signals have been present

  • Whether they appear isolated or shared across the team

  • What contextual factors (workload, change, uncertainty) may be influencing them

  • What assumptions I may be making about cause or intent

Please:

  • Ask one question at a time

  • Avoid suggesting fixes or interventions unless I explicitly ask

  • Periodically summarize what you’re hearing and check if it feels accurate

  • Help me distinguish between noticing, interpreting, and acting

  • Avoid metaphors or strong labels unless I’ve already used similar language or you ask permission first.

  • Help me clarify what I’m noticing, not what I should fix or decide.

Start by asking me when I first noticed my role beginning to feel heavier than expected.

How to use this reflection

  • You don’t need to resolve anything here.

  • You can pause and return later.

  • You can stop if the reflection begins to feel heavy or reactive.

This is a private thinking exercise, not a diagnostic or action plan. Its value is in helping you respond with judgment rather than impulse.

A closing note

Leaders often feel pressure to act quickly when something feels wrong. Sometimes the most responsible move is to understand more before doing anything at all.

If this reflection helps you hold the situation with greater clarity or patience, that’s already a meaningful leadership act.