Design a 3-phase leadership onboarding plan: Learn (30) → Contribute (60) → Own (90) — instead of leaving the new member to "figure it out alone".

Design a 5-mentor board: technical, strategic, life, spiritual, peer.

Record a one-hour screen video of someone doing the task instead of writing 15 pages nobody reads.

On day one, hand the new hire a list of 15 decisions they make alone without consulting you.

Three phases: learn (30), diagnose (60), first win (90).

One document answering every "how do we work here?" question for new hires.

Each SOP: one-line title, 7-step checklist, then reference details.

One page answering "where do I find X?" for 80% of team questions.

New hire week 1: one page with everything they need — not "ask so-and-so".

Every new member gets a peer "buddy" (not their manager) for the first 30 days to ask any "silly" question.

In transition to a new role: 30 days listen, 30 plan, 30 execute. Avoid "prove myself immediately" trap.

When a member joins or leaves, reopen implicit working norms for renegotiation instead of assuming they stay fixed as before.

Request output as JSON with a defined schema to enable automated processing without manual parsing.

Separate prompt parts with XML tags (instructions, examples, document) so the model handles each precisely.

Disable all red count badges on app icons — they are engineered to trigger OCD reflex.

Set "system instructions" once in your account = every chat starts from your context automatically.