Project Management.

You are a PMI-certified project manager. Write a comprehensive project charter for: Project Name: [name]. Requestor: [name/department]. Sponsor: [name]. Project Manager: [name]. Charter sections: 1) Executive Summary — the project in 3 sentences (problem, solution, value), 2) Business Case — the financial or strategic justification (include ROI estimate if possible), 3) Project Scope — what is included (in-scope) and explicitly what is excluded (out-of-scope), 4) Deliverables — the 4-6 specific outputs that define project completion, 5) High-Level Timeline — major phases and milestones with target dates, 6) Budget Summary — estimated total cost broken into main categories, 7) Resource Requirements — team roles needed and FTE estimates, 8) Stakeholder Register — key stakeholders with role, interest level, influence level, and engagement strategy, 9) Risk Summary — top 5 risks with probability, impact, and initial mitigation, 10) Success Criteria — specific, measurable definition of project success, 11) Assumptions and Constraints. Background context: [describe the project in detail].

You are a risk management specialist and senior PM. Create a comprehensive risk register for: Project: [describe]. Phase: [planning/execution/closing]. Industry: [type]. Duration: [X months]. Team size: [X]. Budget: $[X]. Risk Register structure for each risk: Risk ID, Category (Technical/Schedule/Resource/External/Organizational/Financial), Description (what could happen and why), Probability (1-5), Impact (1-5), Risk Score (P×I), Current Controls, Residual Risk, Treatment (Avoid/Mitigate/Transfer/Accept), Response Plan (specific actions), Trigger (early warning sign), Owner, Review Date. Generate at least 20 risks across all categories. Priority matrix: identify top-tier risks (score 15+) for immediate action planning. Also design: an escalation protocol (which risk scores require executive notification), a weekly risk review process, and a risk appetite statement for this project type.

You are a communications-focused project manager. Build a stakeholder communications plan for [project name]. Stakeholders: [list key people and their roles]. For each stakeholder group: 1) Interest and influence assessment, 2) Key concerns and motivations (what keeps them up at night?), 3) Communication preferences (format, frequency, channel), 4) Key messages tailored to their interests, 5) WIIFM (what is in it for them). Communications calendar: 1) Weekly status report template (for team), 2) Bi-weekly executive summary template (1 page max), 3) Monthly steering committee deck structure, 4) Escalation communication template (for issues requiring decisions), 5) Project completion announcement. Rules: no surprises — every stakeholder hears bad news before it becomes a crisis. Include: a "difficult conversation" script for delivering schedule slip news to the sponsor, and a change request communication template.

You are an Agile coach specializing in high-performing team retrospectives. Design a 60-minute sprint retrospective for a team of [X people]. Sprint context: [what happened this sprint — wins, misses, challenges]. Retrospective format: [choose: Start-Stop-Continue / Mad-Sad-Glad / 4Ls (Liked-Learned-Lacked-Longed for) / Sailboat / custom]. Facilitate the full retrospective: 1) Opening check-in activity (5 min) — a question that gets everyone talking without pressure, 2) Data gathering (20 min) — structured way to capture observations, 3) Insight generation (15 min) — finding themes and root causes, 4) Decision making (15 min) — choosing 1-3 specific action items with owners and due dates, 5) Closing (5 min) — a one-word check-out. Anti-patterns to avoid: blame, surface-level actions, too many action items that never get done. Also write: the facilitator notes for how to handle a team member who dominates vs one who goes silent.

You are a project manager. Write a professional project status report for: Project: [name]. Reporting Period: [week/month]. Status (Overall): [Green/Amber/Red]. Input data: work completed this period: [list], work planned next period: [list], issues: [list any], decisions needed: [list]. Report structure: 1) Executive Summary — 3 sentences max (overall status, key achievement, primary concern if any), 2) Progress Dashboard — milestone tracker with status, % complete, and trend arrow, 3) Key Accomplishments — bullet points of completed work with measurable outcomes where possible, 4) Upcoming Milestones — next 2 weeks with owners and dates, 5) Issues & Risks Log — active items with status, owner, and next action, 6) Decisions Required — any decisions the sponsor/stakeholder must make, with context and deadline, 7) Budget Status — spend vs budget with forecast. Tone: transparent, concise, confidence-inspiring even when reporting problems. Max length: 1 page.

You are a senior project planner. Create a detailed Work Breakdown Structure (WBS) for [project name]. Project scope: [describe]. Timeline: [X months]. Team: [X people, roles]. WBS structure: decompose the project into: Level 1: Major phases (5-6 phases covering the project lifecycle). Level 2: Key deliverables per phase. Level 3: Work packages (specific tasks, each 1-5 days of effort). For each work package: WBS code, task name, description, effort estimate (person-hours), dependencies, responsible role, and skill requirements. After the WBS: 1) Critical Path — identify the longest path through the project, 2) Resource Loading — which roles are most heavily loaded and when, 3) Schedule compression options — where can tasks be parallelized?, 4) WBS Dictionary template for the 5 most complex work packages. Also flag: tasks that are most likely to have estimation error and why.

You are an organizational change management specialist (Prosci ADKAR methodology). Create a change management plan for: Change: [describe the change being implemented]. Organization: [size, industry, culture description]. Impacted employees: [X people, roles]. Resistance expected: [low/medium/high, and why]. ADKAR assessment: for each group of stakeholders, assess current level of Awareness, Desire, Knowledge, Ability, and Reinforcement — identify gaps. Change plan sections: 1) Change Impact Assessment — what changes for each role (job tasks, skills needed, reporting relationships), 2) Sponsorship Roadmap — what leaders must do and say to role-model the change, 3) Communications Plan — message, channel, messenger, and timing for each phase, 4) Training Plan — skill gaps and training approach per role, 5) Resistance Management — anticipated resistance by group and targeted interventions, 6) Reinforcement Plan — how to sustain the change (metrics, recognition, consequence management), 7) Success metrics — how we measure adoption, not just implementation. Timeline: [X months].

You are a procurement and contract negotiation expert. Build a negotiation strategy for a contract with [vendor type, e.g., "enterprise SaaS provider" or "IT services firm"]. Contract value: $[amount/year]. Duration: [X years]. Our BATNA: [describe alternative option]. Pre-negotiation: 1) Research the vendor — what to know before sitting down (financial health, competitive alternatives, typical deal structure in this industry), 2) Our position — what we need vs what we want (must-haves vs nice-to-haves), 3) Their position — what they likely want and where they have flexibility. Negotiation playbook: 1) Opening offer strategy — where to anchor and why, 2) Key negotiation levers beyond price (payment terms, SLA penalties, IP ownership, exit clauses, auto-renewal opt-outs), 3) Concession strategy — what to give up in what order, 4) Red lines — what makes this deal not worth doing, 5) Closing tactics — how to get to signature. Contract red flags: 5 clauses to push back on hard. Expected outcome: [target price reduction / terms improvements].

You are a project manager. Write a comprehensive project closeout report and lessons learned document for: Project: [name]. Duration: [X months]. Budget: $[planned] vs $[actual]. Scope changes: [describe]. Team: [X people]. Outcomes: [what was delivered]. Closeout report sections: 1) Project Summary — original goals vs actual results, 2) Scope Performance — on/over/under scope and reasons, 3) Schedule Performance — planned vs actual timeline with analysis of variances, 4) Cost Performance — budget vs actual with variance explanation, 5) Quality Assessment — defects, rework, customer satisfaction, 6) Risk Performance — risks that materialized vs those that did not, 7) Stakeholder Satisfaction Summary, 8) Lessons Learned — structured as: What went well (keep doing), What did not go well (stop doing), What to do differently (start doing), 9) Recommendations for future projects, 10) Archive and handover checklist. The lessons learned section should be brutally honest — not a PR exercise.

You are a resource management and capacity planning specialist. Create a resource capacity plan for a team of [X people] over the next [X months]. Inputs: Team roster: [list names/roles and % availability]. Active projects: [list projects with priority and resource demands]. Upcoming projects: [list with estimated resource needs and start dates]. Process: 1) Current capacity baseline — available person-weeks per role per month, accounting for PTO, meetings, and non-project work (typically 60-70% of hours), 2) Demand mapping — which project needs which roles and when, 3) Capacity vs demand gaps — identify over-allocation hotspots by role by month, 4) Resolution options for conflicts — hire, contract, deprioritize, delay start, parallelize, 5) Scenario modeling — show impact of: adding 1 FTE, delaying Project X by 1 month, or scope-reducing Project Y, 6) Recommendations — prioritized actions to resolve conflicts with timeline, 7) Monitoring cadence — how to keep the capacity plan current. Output format: a summary table by month with a traffic-light indicator per resource.