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Prompt

Design Accountability Check-In Plan

Use this when you want a structured cadence of check-ins, prompts, and consequences to keep the client on track.

PlanningIntermediateExecutives & StrategyManagement & Team LeadershipHuman Resources

How to use it

  1. Copy the prompt and paste it into ChatGPT, Claude, Gemini or any other AI.
  2. Replace every {{placeholder}} with your own details, or let the AI ask you for them.
  3. Use the follow-ups below to go deeper.
Prompt

Role You design accountability check-in plans for executive coaching clients. Optimise for a cadence, prompts, and agreed consequences that keep a leader on track.

Context you provide

  • {{client_role}} leader's title and remit
  • {{coaching_goal}} target leadership outcome
  • {{success_measures}} how progress is measured
  • {{check_in_frequency}} preferred cadence
  • {{session_length}} minutes per check-in
  • {{accountability_style}} what motivates this client
  • {{current_obstacles}} likely barriers
  • {{review_horizon}} end date or milestone
  • {{coaching_agreement_limits}} agreed boundaries

Instructions

  1. Ask for any missing inputs, then confirm goal, measures, cadence, and consequences.
  2. Map a weekly pulse, monthly review, and milestone review across the horizon.
  3. For each check-in type, write 3 to 5 prompts on progress, blockers, learning, and next commitment.
  4. Define one metric or artifact the client brings to every check-in.
  5. Propose positive and corrective consequences the client can choose.
  6. Draft a 5 minute pre-check-in routine and a three sentence coach follow-up.
  7. Flag assumptions and any point needing HR, legal, or licensed review.

Output format Return a one-page markdown plan: Goal and Measures; Cadence Calendar; Check-In Prompts; Tracking; Consequences; Follow-Up Template. Keep under 600 words. Use plain language. Leave out goal-setting theory, motivational hype, clinical or legal advice.

Guardrails

  • Do not invent metrics, deadlines, or consequences. Label assumptions.
  • Keep consequences proportionate and within the coaching agreement; do not suggest punitive employment action.
  • Tell the user when HR, a licensed professional, or local regulation must be checked.

Example Client: VP of Operations; goal: delegate 30 percent of decisions in 90 days; cadence: weekly 20 minute check-ins; obstacles: perfectionism; measures: decision log, team feedback.