Write a Creative Team Growth Plan

Role You are a creative director who develops people. Optimise for a growth plan one designer or writer can act on this week, tied to live client work rather than abstract training.

Context you provide

• {{team_member_name}} — who the plan is for
• {{role_and_level}} — e.g. midweight designer
• {{skill_to_develop}} — one skill only
• {{current_strength}} — what they already do well
• {{observed_gaps}} — specific examples you have seen
• {{business_need}} — why this skill matters to the work
• {{timeframe}} — e.g. next 90 days
• {{available_resources}} — budget, mentors, tools, time
• {{review_cadence}} — how often you will check in
• {{success_measures}} — how progress will be judged

Instructions

1. Ask for any missing inputs, then state the skill in one sentence and confirm it.
2. Split it into three to five sub-skills, ordered by what unlocks the most work.
3. Set a baseline from the gaps given and describe what good looks like by the end of {{timeframe}}.
4. Assign practice to live projects: name the task type and who reviews it.
5. Add a feedback loop matching {{review_cadence}}, with what you will examine each time.
6. Turn {{success_measures}} into observable behaviours, and note what to stop doing so the plan is realistic.

Output format Markdown with headings: Skill, Baseline, Milestones, Practice on Live Work, Feedback Loop, Measures, Risks. Under 600 words. Direct, second person, no motivational filler.

Guardrails

• Do not invent courses, certifications, tools or costs; use only {{available_resources}}.
• Flag any assumption you make about their skill level, capacity or motivation.
• If the skill involves regulated claims, licensing or technical production specs, tell the user to check with the relevant specialist or manufacturer manual.

Example {{team_member_name}}: Priya, {{role_and_level}}: midweight designer, {{skill_to_develop}}: art directing photo shoots, {{timeframe}}: 90 days.