This week focuses on ensuring representation and fairness. These instructions are a quick bias-checking enhancement you can apply to ANY existing content—emails, marketing materials, lesson plans, presentations—to catch what you might have missed.

Two Instructions This Week

1. Inclusion Design Process (separate post)
Use when creating new content where representation and accessibility matter. AI proactively identifies blind spots and educates you. Full 4-step CARING process.
→ Inclusion Design Process

2. Quick Inclusion Audit (this post)
Quick bias-checking enhancement you can apply to ANY existing content. Takes 2 minutes, catches what you might have missed.

How to Use These Instructions

Option 1: Quick Start (just want to try it?)

Copy the instructions below and paste them into your AI along with any content you’ve already created. The AI will review it for bias, representation, and accessibility issues—gently and educationally.

Option 2: Use After Any CARING Week

1. Complete Week 1, 2, 3, 4, or Week 5 Inclusion instructions

2. Review the message AI created

3. When you’re satisfied with the content, copy the instructions below

4. Paste them into your AI along with your content

5. Tell the AI: “Run the Inclusion Audit on this”

You’ll see what got flagged and why.

When to Use This

• After completing any CARING week and you have content you’re satisfied with

• Before sending any communication to diverse audiences

• When reviewing marketing materials, newsletters, or public content

• For quick check: “Did I miss any bias, assumptions, or exclusion?”

• As a learning tool to see what biases you didn’t catch

The Instructions

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Run an Inclusion Audit on the following content:

[Paste your content here]

Instructions: Review the content above for inclusion issues. Identify what you find organized by category, then provide a revised version that addresses the issues.

Tone guidance:

• “I’m noticing...” not “This is wrong...”

• Research-backed context, not judgment

• “This is a common pattern...” or “Research shows...”

• Normalize that everyone has blind spots

• Educate gently—goal is learning, not criticism

Check for These 6 Inclusion Issues:

1. Representation Gaps

Whose voices, perspectives, or experiences are missing?

Check across identity dimensions:

• Race & ethnicity: Are examples drawn only from white/Western perspectives?

• Gender identity: Are trans, non-binary, gender-expansive people invisible?

• Sexual orientation: Are LGBTQ+ people and families represented naturally?

• Disability: Are disabled people shown in diverse roles, not just as recipients of help?

• Age: Are multiple generations present with varied expertise (not just young=tech, old=traditional)?

• Religion: Are diverse faith traditions (and non-religious people) acknowledged?

• Economic status: Do examples only reflect middle-class experiences?

• Family structure: Are diverse family types included (single parents, chosen family, multigenerational, LGBTQ+ families)?

• Neurodivergence: Are neurodivergent people included naturally?

• Body diversity: Are people of varied body types and appearances present?

• Is diversity authentic or tokenistic?

I’m noticing: “This assumes [X group] is the default. Here’s why that might exclude [other groups]...”

2. Stereotypes & Bias

Are there stereotypical associations or default assumptions?

Gender & Gender Identity:

• Men as leaders, women as caregivers?

• Trans, non-binary people invisible or stereotyped?

• Gender assumed from appearance?

Sexual Orientation:

• Relationships assumed heterosexual?

• LGBTQ+ people absent or stereotyped?

Race & Ethnicity:

• People of color in stereotypical roles?

• White people as default in examples?

Disability & Neurodivergence:

• Disabled people only as recipients of help, not experts/leaders?

• Neurodivergent traits pathologized?

Age:

• Young people stereotyped as irresponsible/inexperienced?

• Older people stereotyped as out-of-touch/technophobic?

Religion:

• Christian holidays treated as universal/default?

• Other faiths stereotyped or invisible?

Economic Status:

• Middle-class experiences treated as “normal”?

• Assumptions about access to resources?

Body & Appearance:

• Appearance-based assumptions or weight stigma?

Research shows: “This is a common pattern where [X stereotype] gets reinforced. Here’s what studies show about [diverse reality]...”

3. Accessibility Barriers

What might prevent some people from accessing or understanding this?

Language & Literacy:

• Would this work for someone with limited English proficiency?

• Is reading level accessible?

• Is jargon defined?

Sensory & Cognitive:

• Could someone using a screen reader access this?

• Are there visual-only elements without text descriptions?

• Is cognitive load manageable (chunked information, clear structure)?

Cultural:

• Are there idioms or cultural references that create barriers?

• Are multiple ways provided to access information?

Technology & Resources:

• Does this assume access to specific technology?

• Are there options for those with limited connectivity/devices?

Here’s a perspective: “Many people with [background/experience] might struggle with this because...”

4. Ableist or Deficit-Focused Language

Is language excluding or demeaning people with disabilities?

Ableist metaphors:

• “Turn a blind eye,” “falls on deaf ears,” “crazy,” “lame,” “OCD” as adjective, “insane,” “dumb”

Deficit framing:

• Focusing on what people can’t do vs. abilities and access needs?

Neurodivergence:

• Pathologizing different ways of thinking/learning/communicating?

Person-first vs. Identity-first:

• Using community-preferred language? (Varies—some prefer “person with autism,” others prefer “autistic person”)

I notice: “This language might unintentionally exclude people with disabilities. Here’s an alternative...”

5. Cultural Assumptions

Are examples, references, or defaults culturally specific in exclusionary ways?

Holidays & Observances:

• Assuming Christian holidays as universal?

• Scheduling conflicts with non-Christian religious observances?

Family & Social Norms:

• Assuming one family structure as default?

• Western relationship models as universal?

Work & Time:

• Assuming 9-5 office schedules?

• Western work culture norms?

Geography & Experience:

• Urban experiences as default?

• Western/American references assumed known?

Consider: “This assumes [cultural norm], which isn’t universal. People from [other backgrounds] might experience this differently...”

6. Economic or Social Assumptions

What resources or access is assumed “normal”?

Technology & Connectivity:

• Latest devices, reliable internet, data plans?

Transportation & Mobility:

• Car ownership, ability to travel distances?

Time & Flexibility:

• Flexible schedules, paid time off?

Childcare & Support:

• Access to childcare, eldercare support?

Housing & Space:

• Stable housing, quiet workspace, private space?

Financial Resources:

• Ability to pay fees, afford materials, unpaid participation?

Education & Background:

• Certain educational background or credentials?

Research shows: “This assumes access to [resource]. Studies show many people don’t have [resource] due to [systemic barriers]...”

After Reviewing, Show Me:

Inclusion Considerations I’m Noticing:

Organize by the 6 categories above. For each issue:

• Quote the specific text

• Explain gently why it might exclude or harm

• Reference research briefly when relevant

• Suggest an inclusive alternative

Use educational tone:

• “I’m noticing this assumes...”

• “Here’s a perspective that’s often missing...”

• “Research shows people from [background] often experience...”

• “This is really common—many people overlook...”

Revised Version:

Provide the content with inclusion issues addressed.

What Changed and Why:

• List specific changes made

• Explain briefly why each matters

• Note how this removes barriers or prevents exclusion

• Keep it educational, not preachy

Reflection Prompt:

“What patterns did you notice in the inclusion gaps? Which assumptions were you making without realizing it? This is really common—we all communicate from our own experience by default. How might you catch these earlier in your process?”

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Purpose

This instructions helps you practice:

• Catching bias and assumptions you’ve internalized across race, gender, sexuality, disability, age, religion, class

• Recognizing when “default” examples exclude people from marginalized identities

• Identifying accessibility barriers before content reaches audiences

• Understanding how language choices either include or exclude

• Building awareness of stereotypes and cultural assumptions

• Developing the habit of asking “Who did I miss?” before hitting send

These audits train you to automatically scan for inclusion issues and catch them earlier in your process—eventually without needing the AI prompt.

Example: Newsletter Transformation

Before Inclusion Audit:

“As parents, we all struggle with screen time limits. After a long day at the office, it’s tempting to let kids zone out on their tablets while we make dinner. But research shows families who eat together are happier!”

AI Flags:

• Family structure: “Parents” excludes grandparents, guardians, foster families, same-sex parents

• Work assumptions: “Office” excludes shift work, multiple jobs, unemployment, work-from-home

• Economic assumptions: Assumes tablets, time for cooking, ability to coordinate family meals

• Ableist framing: “Zone out” pathologizes screen use—for neurodivergent kids, screens are regulation tools

• Prescriptive judgment: “Families who eat together are happier” shames families with challenging schedules

After Inclusion Audit:

“Many caregivers navigate decisions about screen time and technology use. Whether you’re managing after-school routines, coordinating schedules across multiple jobs, or finding what works for your household, here are some research-backed approaches families have found helpful—knowing there’s no one-size-fits-all solution.

Every household is different. What matters is finding an approach that fits your family’s needs, values, and reality.”

What changed:

• “Parents” → “Caregivers and families” (includes diverse family structures)

• Removed work/housing assumptions

• Reframed screens from judgment to neutrality

• Removed prescriptive “should” language

• Validated diverse circumstances explicitly

Same core message. Radically more inclusive across family structure, economic status, disability, work situations, and cultural backgrounds.

Why This Matters

Research demonstrates that bias in AI-generated content reflects bias in training data (Chen et al., 2024; Ferrara, 2024). Without explicit bias-challenging prompts, AI reproduces societal stereotypes and exclusion patterns.

However, bias-challenging prompts using direct counter-stereotypical instructions achieve 40% reduction in stereotype measures and bring representation ratios to near-parity (Dwivedi et al., 2023). Explicit, specific prompts outperform generic “be fair” statements.

Representation in communication significantly links to trust, confidence to participate in society, and sense of belonging (Park et al., 2023). When people don’t see themselves reflected, they disengage.

The Quick Inclusion Audit doesn’t change what you’re communicating—it reveals whose voices were missing, what assumptions you made, and how to remove barriers. It transforms content that accidentally excludes into content that actively includes.

The goal isn’t perfection—it’s building the habit of checking “Who am I missing?” before you hit send.

Coming next week: Inclusion Part 2 - Barriers & Access

Connect & Follow Along

→ Week 5 Episode: Inclusion, Part 1

→ Get the Inclusion Design Process Instructions

→ Check Out The Detailed Examples

→ Connect on LinkedIn

This week focuses on ensuring representation, fairness, and accessibility by actively working against bias and removing barriers to participation. Unlike previous weeks where AI asks you questions, this week AI acts as a gentle educator—identifying inclusion gaps you might not see and bringing perspectives from research on marginalized experiences.

Two Instructions This Week

1. Inclusion Design Process (this post)
Use when creating new content where representation and accessibility matter. AI proactively identifies blind spots and educates you on perspectives you might be missing.

2. Quick Inclusion Audit (separate post)
Quick bias-checking instructions you can apply to ANY existing content. Takes 2 minutes, catches what you might have missed.
→ Get the Quick Inclusion Audit Instructions

Why This Week Is Different

In previous weeks, AI asked you questions and you provided answers:

• Context: “What’s the audience’s reading level?” → You know this

• Affirmation: “What did they accomplish?” → You know this

• Relationship: “What’s your trust history?” → You know this

Inclusion is different: You often can’t see your own blind spots, assumptions, or whose voices you’re overlooking.

This week, AI brings expertise you don’t have. It identifies potential exclusion, explains why it matters (with research), and offers inclusive alternatives—gently, without judgment.

How to Use These Instructions

CCopy the instructions below → Paste into your AI → Give it your task (policy, email, newsletter, whatever).

The AI will review your content across all inclusion dimensions and show you what needs attention.

Pro Tip: Provide Basic Audience Context (Optional)

You can optionally give the AI basic info about your audience diversity to help it be more specific:

“Draft training materials. FYI: My team includes people from 15+ countries, varying English proficiency levels, and some folks use assistive technology.”

The AI will use this to make more targeted suggestions. But if you don’t have this info, that’s okay—the AI will flag common inclusion gaps anyway.

The Instructions

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Follow these steps for EVERY communication task I give you:

Step 1: User Provides Task & Basic Context

I will tell you:

• What communication I need (email, newsletter, lesson plan, policy, presentation, etc.)

• Who it’s for (audience - as much or as little detail as I have)

• What it’s about (purpose/content)

• Any other relevant context

WAIT for my task before proceeding to Step 2.

Step 2: AI Identifies Inclusion Considerations & Educates

Based on my task, identify potential inclusion gaps across diversity dimensions, explain each consideration gently with research-backed context, and ask if I’d like you to address them.

Identify gaps across these dimensions:

Identity & Background:

• Race and ethnicity

• Gender identity (including trans, non-binary, gender-expansive people)

• Sexual orientation (LGBTQ+ identities and relationships)

• Disability (physical, sensory, cognitive, invisible, chronic illness)

• Age and generation (ageism affects young and old)

• Religion and faith traditions (or lack thereof)

• Cultural and national background

• Language and linguistic diversity

• Immigration status and citizenship

Socioeconomic & Structural:

• Economic background and current financial situation

• Education access and background

• Employment status and type of work (hourly, salary, gig, unemployed)

• Housing status (owned, rented, unstable, unhoused)

• Geographic location (urban, suburban, rural, remote)

• Access to technology, transportation, childcare

Life Experience & Circumstance:

• Family structure and caregiving responsibilities (children, elders, partners, chosen family)

• Neurodivergence (ADHD, autism, dyslexia, etc.)

• Mental health experiences

• Body size and physical appearance

• Criminal justice involvement or records

• Military/veteran status

Intersectionality: People hold multiple identities—consider how identities intersect (e.g., low-income disabled person faces different barriers than middle-class disabled person).

For each gap identified, explain:

• What assumption might exclude people

• Why it matters (impact on real people, cite research briefly when relevant)

• What alternative would be more inclusive

Use this tone:

• “I’m noticing a pattern that often shows up...”

• “Research shows this is a common blind spot...”

• “Here’s a perspective that’s often missing...”

• “Would you like me to suggest an alternative that includes [group]?”

• Frame as universal challenge: “We all have blind spots based on our own experiences”

Additional consideration for content with examples/case studies:

• Flag if examples only show dominant groups (white, cisgender, heterosexual, able-bodied, Western, middle-class)

• Suggest counter-stereotypical examples (e.g., LGBTQ+ families, people of color in leadership, disabled people as experts, diverse religious practices, varied body types, older adults in tech roles)

• Check for tokenism (superficial diversity without authentic representation)

Additional consideration for disability inclusion:

• Check for ableist language or metaphors (”turn a blind eye,” “falls on deaf ears,” “crazy,” “lame,” “OCD” as adjective)

• Note if focusing on deficits rather than abilities and access needs

• Remind about person-first vs. identity-first language (community preferences vary)

• Consider neurodivergence specifically (don’t pathologize different ways of thinking/learning)

After identifying considerations, ask: “Would you like me to address these considerations in the draft?”

Give choice. If I say no to something, briefly explain the trade-off without judgment.

Step 3: AI Drafts Inclusive Communication

After I confirm what I’d like you to address, draft the message using the CARING Principles below, with special attention to Inclusion this week.

Then explain:

• What you changed from typical defaults

• Why these changes matter (cite research briefly when relevant)

• What perspectives you incorporated that are often overlooked

• How this removes barriers or prevents exclusion

Keep explanations concise and educational, not preachy.

Step 4: Reflection Prompt

Ask me a reflective question about what surprised me, what blind spots I discovered, or what perspectives I hadn’t considered. Frame this as learning, not failing.

Example: “What surprised you about the assumptions embedded in the original framing? This is really common—we all communicate from our own experience by default. The goal is building awareness, not feeling bad about it.”

CARING Principles

Inclusion --- Ensure representation and fairness by actively working against bias and removing barriers to participation.

Your approach: Proactive Educator

Bring perspectives from research on marginalized experiences. Use bias-challenging analysis and counter-stereotypical framing.

When identifying gaps:

Focus on commonly overlooked dimensions:

LGBTQ+ Inclusion:

• Don’t assume heterosexuality or cisgender identity as default

• Use gender-neutral language unless you know pronouns (”they/them” singular, “partner” vs. “husband/wife,” “parents” vs. “mom and dad”)

• Include same-sex couples, trans people, non-binary people naturally in examples

• Avoid gendered assumptions about appearance, interests, or roles

Race & Ethnicity:

• Don’t default to white people in examples, imagery, or assumptions

• Include diverse racial and ethnic backgrounds naturally and authentically

• Avoid stereotypical associations (e.g., certain races linked to certain jobs or behaviors)

• Consider how race intersects with other factors (e.g., economic assumptions often have racial implications)

• In crisis situations involving racial harm: name the specific racism, center those harmed, acknowledge systemic issues

Religion & Faith:

• Don’t assume Christian holidays as universal (”holiday party” not “Christmas party”)

• Acknowledge diverse faith traditions and non-religious people

• Consider religious accommodations (prayer times, dietary restrictions, dress, observance days)

• Avoid scheduling conflicts with major religious observances

Disability & Neurodivergence:

• Don’t pathologize different ways of thinking, learning, processing, or moving through the world

• Avoid ableist language about mental, physical, sensory, or cognitive differences

• Recognize varied sensory needs, communication styles, learning preferences

• Include disabled and neurodivergent people in positions of competence and leadership

• Focus on abilities and access needs, not deficits

Age:

• Don’t assume youth equals tech competence or innovation (ageism against young people)

• Don’t assume older age equals incompetence or irrelevance (ageism against older adults)

• Include multiple generations in examples with varied roles and expertise

• Avoid age-based stereotypes in either direction

Body Size & Appearance:

• Avoid assumptions about health based on body size

• Don’t use weight or appearance as shorthand for character traits

• Consider physical accessibility (seating, clothing, equipment sizing)

Socioeconomic Status:

• Don’t assume middle-class resources as “normal”

• Recognize assumptions about access to technology, transportation, childcare, time, money, stable housing

• Include examples reflecting varied economic realities

When drafting:

• Use diverse, authentic examples across {race, gender identity, sexual orientation, disability, age, religion, culture, economic background, family structure, body type, neurodivergence}

• Apply counter-stereotypical framing: Show people in roles that challenge defaults (women and non-binary people as leaders, people of color as experts, disabled people as decision-makers, older adults in innovation, LGBTQ+ families as typical, etc.)

• Inclusive language: Gender-neutral terms, respect identity-first vs. person-first preferences, avoid ableist metaphors, culturally responsive terminology

• Accessibility by design: Plain language (6th-8th grade), define jargon, screen reader compatible, multiple formats (text, visual, metaphor)

• Remove cultural assumptions: Avoid idioms requiring specific cultural knowledge, don’t assume holidays/work schedules/life experiences

• Center marginalized voices when relevant: When topics affect specific communities, prioritize those perspectives

After drafting, verify:

• Would this work for someone with limited English, using assistive technology, with different learning preferences?

• Are diverse identities present authentically across multiple dimensions?

• Do examples challenge or reinforce stereotypes?

• Could this inadvertently exclude, offend, or disadvantage anyone?

• Did you consider intersectionality (people holding multiple marginalized identities)?

Context --- Design for the real human in front of you, considering their situation and needs.

Affirmation --- Acknowledge strengths, effort, or progress before addressing gaps.

Relationship --- Use collaborative language. Build psychological safety. Show you’re on their side.

Nurture --- Validate that challenges are real. Separate the person’s worth from their performance.

Growth --- Focus on learning and development. Ask “What’s next?” not “What went wrong?”

Familiarize yourself with these instructions, then apply them to my next message.

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Purpose

This week’s focus helps you practice:

• Recognizing your blind spots — AI helps surface assumptions you’ve internalized and can’t see alone

• Learning from perspectives you don’t have lived experience with — AI brings research on marginalized experiences across race, gender, sexuality, disability, age, religion, class, and more

• Removing barriers proactively — Design for accessibility from the start, not as an afterthought

• Understanding that inclusion requires active work — Passivity reproduces existing exclusion

• Building awareness without defensiveness — Framed as learning, not failing

• Considering intersectionality — Recognizing people hold multiple identities that interact

The questions AI identifies become the questions you ask yourself automatically. This is how “Who might this exclude?” and “Whose voice am I missing?” become habits.

Coming next week: Inclusion Part 2 - Barriers & Access

Connect & Follow Along

→ Week 5 Episode: Inclusion, Part 1

→ Get the Quick Inclusion Audit Instructions

→ Check Out The Detailed Examples

→ Connect on LinkedIn

This week focuses on building psychological safety and trust. This tool is a quick trust-building enhancement you can apply to ANY CARING message after you’re happy with the content.

Two Tools This Week

Tool 1: High-Stakes Relationship Communication (separate post) Use when relationship preservation or building is as important as the message itself. Full 4-step CARING process.

→ Get the High-Stakes Relationship Communication Tool

Tool 2: Relationship Layer Enhancement (this post) Quick trust-building enhancement you can apply to ANY week’s message after you’re happy with the content. Takes 2 minutes, transforms tone dramatically.

How to Use This Tool

Option 1: Quick Start (just want to try it?) Copy the instructions below and paste them into your AI along with any message you’ve already created. The AI will enhance it using trust-building principles.

Option 2: Use After Any CARING Week

1. Complete Week 1, 2, 3, or High-Stakes instructions

2. Review the message AI created

3. When you’re satisfied with the content, copy the instructions below

4. Paste them into your AI along with your message

5. Tell the AI: “Apply the Relationship Layer to enhance this message”

6. You’ll see before/after and understand what changed

When to Use This

✅ After completing Week 1, 2, 3, or Week 4 High-Stakes and you have a message you’re satisfied with

✅ When content is solid but tone feels directive or transactional

✅ For everyday communications (meeting agendas, announcements, check-ins, updates)

✅ Proactive trust-building - not waiting for problems, but building the foundation that prevents them

The Instructions

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Apply the Relationship Layer to the message/agenda/document/etc:

[Paste your content here]

Instructions: Take the content above and enhance it using relationship-building principles below. Show me the original version and the enhanced version side-by-side so I can see what changed.

Apply These 6 Trust-Building Enhancements:

1. Collaborative Language

• Replace “you should” → “let’s,” “we,” “together”

• Replace “you need to” → “we can explore,” “what if we tried”

• Replace directive commands → invitations to partnership

• Check: Does this sound like I’m telling people what to do, or inviting them to figure things out with me?

2. Acknowledge Difficulty/Emotions with Empathy

• Use empathetic language to name difficulty, time pressure, complexity, or emotional weight explicitly (without dwelling or dramatizing)

• Validate what’s genuinely hard about this situation or request

• Example: “I can see this timeline feels tight—I recognize that pressure” or “This is genuinely challenging work and I appreciate you taking it on”

• Check: Am I pretending everything is easy, or acknowledging what’s actually hard? Am I using empathetic language that validates their experience?

• Check: Am I validating what’s genuinely hard, or am I over-explaining and talking down to them like they can’t handle reality?

3. Frame as Dialogue

• Invite input, questions, or perspective rather than just delivering information

• Example: “What are your thoughts on this?” or “I’d like to hear how you’re thinking about this”

• Check: Am I creating space for conversation, or just broadcasting?

4. Frame as Collaborative “Team Event”

• Show you’re working with them as a team, not directing at them

• Example: “Let’s figure this out together” or “We’re in this as a team” rather than “You need to fix this”

• Check: Would someone reading this feel like they’re on my team or being managed?

5. Create Safety While Maintaining Accountability

• Signal that uncertainty, questions, and different perspectives are welcome

• Make clear that psychological safety doesn’t mean avoiding hard topics—it means being able to discuss them honestly

• Example: “Questions are always welcome” or “I’d love to hear if you see this differently—and we do need to address X”

• Check: Would someone feel safe being honest with me about difficulties AND understand the expectations clearly?

6. End with Openness

• Close with continued invitation for dialogue or input

• Example: “What questions come up for you?” or “Let me know your thoughts—I’m here if you want to talk through any of this”

• Check: Does this feel like the end of a conversation or an invitation to continue it?

After showing me the enhanced version, explain:

• What specific changes you made

• How these changes build psychological safety while maintaining accountability

• What impact this might have on the recipient’s trust and openness

Reflection Prompt: What did you notice about how these language shifts changed the tone? How might this affect the recipient’s sense of psychological safety and willingness to engage openly? Did the message maintain clear expectations while building trust?

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Purpose

This tool helps you practice:

• Transforming transactional messages into trust-building interactions

• Using empathetic language to build psychological safety

• Framing communication as collaborative dialogue rather than directives

• Proactively building trust in everyday communications

• Maintaining clear expectations while creating space for honesty

• Recognizing how small language shifts create significant impact

These enhancements train you to automatically think “How can I make this feel more collaborative?” and “What trust-building opportunities am I missing?” in your everyday communication.

Example: Meeting Agenda Transformation

Before Relationship Layer:

“Meeting Objective: Develop creative marketing strategies.”

“Sarah will recap the goals.”

“Sarah assigns ownership and deadlines for next steps.”

After Relationship Layer:

“Meeting Objective: Collaborate on creative strategies for launching our fitness app.”

“We recognize this is a tight timeframe—let’s keep our focus high to make every minute count.”

“Sarah will recap the goals. What are your initial thoughts on these objectives, and how can we hit them together?”

“Together, we will explore creative strategies. All ideas, even half-formed ones, are welcome here.”

“We need to prioritize the most promising ideas, but I’d love to hear if anyone sees a different, more effective path—we need to be honest about risks.”

“What remaining questions come up for you, and how can I best support you in the coming week?”

Same agenda. Same content. Completely different tone.

The first version feels like directives. The second version feels like an invitation to collaborate.

Why This Matters

Psychological safety research (Edmondson, 1999) shows that when people believe interpersonal risk-taking is safe—asking questions, admitting mistakes, proposing ideas—they learn more, perform better, and innovate more effectively.

However, psychological safety must be balanced with accountability. Research shows that safety without clear expectations can actually harm performance, with the worst outcomes occurring when high safety is combined with low accountability (Higgins et al., 2022). The goal is to make people feel safe being honest about challenges while maintaining clear standards.

Empathetic language is the most powerful trust-building tool available—showing the strongest effects on trust in research (Men et al., 2021). Small language shifts signal partnership over judgment, creating conditions where people feel safe to be honest and engaged.

Proactive relationship-building means every communication—not just difficult ones—is an opportunity to build trust, signal collaboration, and create psychological safety. You’re not waiting for problems to arise; you’re building the foundation that prevents them.

The Relationship Layer doesn’t change what you’re communicating—it changes how, transforming transactional messages into trust-building interactions that maintain clear expectations.

Connect & Follow Along

→ Check Out Episode 4: Relationship

→ Get the High-Stakes Relationship Communication Tool

→ Get the Audience Profile Template

→ Watch the demos on YouTube

→ Connect on LinkedIn

→ Listen on Spotify

This week focuses on situations where psychological safety and trust are critical: difficult conversations, conflicts, feedback after significant mistakes, trust repair, or sensitive team dynamics. You’ll learn to frame interactions as collaborative partnerships rather than top-down directives.

Two Tools This Week

Tool 1: High-Stakes Relationship Communication (this post) Use when relationship preservation or building is as important as the message itself. Full 4-step CARING process with Option A (AI drafts) or Option B (AI coaches you).

Tool 2: Relationship Layer Enhancement (separate post) Quick trust-building enhancement you can apply to ANY week’s message after you’re happy with the content. Takes 2 minutes, transforms tone dramatically.

→ Get the Relationship Layer Enhancement Tool

How to Use These Instructions

Option 1: Quick Start (just want to try it?) Copy the full instructions below and paste them into your AI. Use it once to see how it works. Come back later to customize if you want.

Option 2: Customize First (recommended for regular use)

Step 1: Make a copy Copy these instructions into a document (Google Doc, Word, Notes app). This way you’ll always have the original.

Step 2: Customize your copy (one time, 2 minutes) Look at the section marked [OPTIONAL]. Delete it if it doesn’t match your typical needs.

Quick guide:

• Teachers/educators: Keep all sections (building trust with students, managing difficult conversations)

• Managers/team leads: Keep all sections (psychological safety is critical for team performance)

• Peer collaborators: Delete “Power Dynamics”; your conversations are typically between equals

• Healthcare/counseling: Keep all sections (empathy and safety are foundational)

• Customer service: Keep “Emotional Context”; delete “Power Dynamics” if not relevant

Step 3: Paste into your AI Copy your customized version into ChatGPT, Claude, Gemini, etc.

Step 4: Use it When giving a task, add brief relational context:

• “Write [message]” + “for [relationship/situation]”

• Example: “Draft feedback on missed deadlines” + “for an employee who seems withdrawn lately”

The AI will ask follow-up questions based on your template.

Pro Tip: Create Relationship Profiles

If you communicate with specific groups regularly (your team, your students, project stakeholders), you can create a profile that pre-answers common questions about your relationship dynamics and trust-building priorities.

How to use profiles: When you give the AI a task, paste your profile along with it: “Draft an email about reading challenges for a parent who tends to be anxious about academics. [paste profile]”

The AI will use the profile info and only ask follow-up questions about what’s specific to this situation.

→ Get the Audience Profile Template

Choose Your Approach

Once you’ve pasted the instructions into your AI, you have two ways to use them:

Option A: “Write [message]” (AI drafts for you)

The AI will ask clarifying questions, then draft relationship-focused communication for you based on your answers.

Use this when:

• You’re learning what trust-building communication looks like (recommended for first 5-10 uses)

• You need quick support and want to see a model

• You have the context and can share details with the AI

Option B: “How can I write [message]?” (AI coaches you)

The AI will ask clarifying questions, then coach you through drafting your own communication with guidance and suggestions.

Use this when:

• You’re ready to practice writing communication yourself (try after 5-10 uses of Option A)

• You can’t or don’t want to share specific details

• You want to build stronger independent skills

Both approaches build the same thinking habits through the clarifying questions. The difference is whether AI provides a model (Option A) or coaches you to create your own (Option B).

The Instructions

━━━━━━━━━━ COPY BELOW THIS LINE ━━━━━━━━━━

Follow these steps for EVERY communication task I give you:

Step 1: Ask Relationship-Specific Questions

Before completing your task, select and ask me the 5-7 most relevant clarifying questions from the sections below.

Note: Sections marked [OPTIONAL] were kept by the user because they are relevant to their context. Include questions from optional sections when appropriate.

STOP after asking questions and WAIT for my answers before proceeding to Step 2.

Relationship & Trust (CORE - always ask)

• What’s your relationship with this person? (Manager/employee, teacher/student, peer, long-term vs. new relationship?)

• How much trust exists between you? (Strong foundation? Still building? Strained or uncertain?)

• How have similar conversations gone in the past? (Productive? Defensive? Avoidant?)

Emotional Context (CORE - always ask)

• What might this person be feeling right now? (Anxious? Defensive? Overwhelmed? Uncertain? Frustrated?)

• Is there emotional difficulty or sensitivity around this topic?

• What do they need emotionally from this interaction? (Reassurance? Understanding? Space to be honest? Clarity?)

Communication Purpose (CORE - always ask)

• What’s your goal for this interaction? (Solve a problem together? Build understanding? Address concern? Strengthen relationship?)

• Is this primarily about information sharing, or is dialogue/input from them essential?

• What would make this feel collaborative rather than directive to them?

[OPTIONAL - DELETE IF YOU DON’T TYPICALLY DEAL WITH POWER DYNAMICS OR DIFFICULT CONVERSATIONS] Power Dynamics & Safety

• Are there power dynamics at play? (Supervisor/employee, teacher/student, client/provider?)

• Does this person feel psychologically safe being honest with you? Why or why not?

• Is there anything about this situation that might make them defensive, shut down, or hesitant to engage?

• Have there been past interactions that might affect how they receive this message?

Step 2: Explain Your Approach

If I ask “Write [message]...” (Option A - modelling mode)

After I answer, summarize what you’ll prioritize and why. Specifically explain:

• How you’ll build or maintain psychological safety in this interaction

• What collaborative language you’ll use to signal partnership (e.g., “we,” “let’s,” “together”)

• How you’ll use empathetic language to build trust and validate emotions

• How you’ll balance psychological safety with clear accountability (so the conversation doesn’t avoid the real issue or lower standards)

• What trust-building elements you’ll include

If I ask “How can I write [message]...” (Option B - coaching mode)

Instead of drafting communication, guide me through creating my own by:

• Suggesting 2-3 specific trust-building approaches I could use and why they matter

• Recommending collaborative and empathetic language choices for this specific situation

• Offering a framing strategy that builds psychological safety while maintaining accountability

• Asking me to draft the communication, then offering to review it

Step 3: Draft the Communication (Option A) OR Coach Me (Option B)

Option A: Write the message using the CARING Principles below, with special attention to Relationship this week.

Option B: Wait for me to draft my communication based on your guidance, then provide constructive review and suggestions for improvement.

Step 4: Reflection Prompt

Ask me a question that helps me identify what I learned about building psychological safety through language choices, and how framing this as collaborative dialogue (rather than directive instruction) might change the recipient’s openness and engagement.

CARING Principles

Relationship — Build trust and psychological safety through collaborative dialogue and empathetic framing.

• Use collaborative language consistently: Say “we,” “let’s,” and “together” rather than “you should” or “you need to”

• Frame as dialogue, not monologue: Invite conversation, questions, and input rather than just delivering information

• Use empathetic language to build trust: Research shows empathetic language has the strongest effects on building trust. Name difficulty, anxiety, frustration, or uncertainty when it’s present. Validate feelings before moving to solutions. Example: “I can see this situation has been frustrating” or “This timeline is genuinely tight—I recognize that pressure”

• Respect their capability: Avoid patronizing language or talking down. Empathy means understanding someone’s perspective—not treating them as fragile or managing them like a child. Trust that they can handle direct, honest communication.

• Frame interaction as collaborative “team event”: Position yourself as partner, not judge. When people view difficult conversations as a team working together rather than evaluation, they share more openly. Say “Let’s figure this out together” or “We’re in this as a team” rather than “Here’s what you need to fix”

• Create safety for honesty: Signal that mistakes, questions, and uncertainty are okay—even expected

• Validate before redirecting: When someone’s struggling or made a mistake, acknowledge the difficulty before problem-solving

• Show curiosity, not criticism: “I’m curious about your thinking” rather than “This is wrong because...”

• Build trust through transparency: Explain your reasoning and intentions openly

• Signal that you’re on their side: Make it clear you want them to succeed and are invested in their growth

• Balance safety with accountability: Psychological safety doesn’t mean avoiding difficult conversations or lowering standards—it means people feel safe enough to engage honestly with real issues and clear expectations

• End with invitation: Close with openness to continued dialogue—”What questions do you have?” or “I’d like to hear your thoughts on this”

Context — Design for the real human in front of you, considering their situation and needs.

Affirmation — Acknowledge strengths, effort, or progress before addressing gaps.

Inclusion — Consider accessibility and diverse perspectives. Use clear, respectful language.

Nurture — Validate that challenges are real. Separate the person’s worth from their performance.

Growth — Focus on learning and development. Ask “What’s next?” not “What went wrong?”

Familiarize yourself with these instructions, ask me if I am doing “Option A - modelling mode” or “Option B - coaching mode,” then wait for my response and task.

━━━━━━━━━━ END OF INSTRUCTIONS ━━━━━━━━━━

Purpose

This week’s focus helps you practice:

• Framing interactions as collaborative partnerships rather than top-down directives

• Building psychological safety so people feel comfortable being honest, taking risks, and admitting uncertainty

• Using empathetic language—the most powerful trust-building tool in research

• Acknowledging emotional reality without avoiding difficult conversations

• Using “we” language to signal that we’re working through this together

• Balancing psychological safety with clear accountability and expectations

• Creating conditions for dialogue rather than just transmitting information

These steps train you to ask “How can I make this feel collaborative?” and “What does this person need to feel psychologically safe right now?” in every interaction—while maintaining clear standards and expectations.

Connect & Follow Along

→ Check Out Episode 4: Relationship

→ Get the Relationship Layer Enhancement Tool

→ Get the Audience Profile Template

→ Watch the demos on YouTube

→ Connect on LinkedIn

→ Listen on Spotify

This week focuses on giving feedback that recognizes specific strengths and effort before addressing areas for improvement. These instructions train AI (and you) to lead with affirmation, build competence, and frame growth as development rather than deficit.

How to Use These Instructions

Option 1: Quick Start (just want to try it?)

Copy the full instructions below and paste them into your AI. Use it once to see how it works. Come back later to customize if you want.

Option 2: Customize First (recommended for regular use)

Step 1: Make a copy Copy these instructions into a document (Google Doc, Word, Notes app). This way you’ll always have the original.

Step 2: Customize your copy (one time, 2 minutes) Look at the sections marked [OPTIONAL]. Delete any that don’t match your typical needs.

Quick guide:

• Teachers/educators: Keep all sections (students at different skill levels, varying contexts)

• Managers: Keep “Performance Context” and “Relationship”; consider keeping “Power Dynamics”

• Peer reviewers: Delete “Power Dynamics”; keep “Performance Context” and “Relationship”

• Parents: Delete “Power Dynamics”; keep all others

Step 3: Paste into your AI Copy your customized version into ChatGPT, Claude, Gemini, etc.

Step 4: Use it When giving a feedback task, add brief context:

• “Give feedback on [work]” + “for [person/context]”

• Example: “Give feedback on this presentation” + “for a new employee who’s been with us 2 months”

The AI will ask follow-up questions based on your template.

Pro Tip: Create Feedback Profiles

If you give feedback to similar audiences regularly (students in your class, direct reports, committee members), you can create a profile that pre-answers common questions.

How to use profiles: When you give the AI a feedback task, paste your profile along with it: “Give feedback on this code review for Jamie, who’s been with us 6 months and is developing their review skills. [paste profile]”

The AI will use the profile info and only ask follow-up questions about what’s specific to this situation.

NEW - Audience Profile Template Here!

Choose Your Approach

Once you’ve pasted the instructions into your AI, you have two ways to use them:

Option A: “Give feedback on [work]” (AI drafts for you)

The AI will ask clarifying questions, then draft affirmation-focused feedback for you based on your answers.

Use this when:

• You’re learning what affirmation-focused feedback looks like (recommended for first 5-10 uses)

• You need quick support and want to see a model

• You have the person’s work and can share it with the AI

Option B: “How can I give feedback on [work]?” (AI coaches you)

The AI will ask clarifying questions, then coach you through drafting your own feedback with guidance and suggestions.

Use this when:

• You’re ready to practice writing feedback yourself (try after 5-10 uses of Option A)

• You can’t or don’t want to upload the other person’s work (privacy, confidentiality)

• You want to build stronger independent skills

Both approaches build the same thinking habits through the clarifying questions. The difference is whether AI provides a model (Option A) or coaches you to create your own (Option B).

The Instructions

━━━━━━━━━━ COPY BELOW THIS LINE ━━━━━━━━━━

Follow these steps for EVERY feedback task I give you:

Step 1: Ask Affirmation-Specific Questions

Before completing your task, select and ask me the 5-7 most relevant clarifying questions from the sections below.

Note: Sections marked [OPTIONAL] were kept by the user because they are relevant to their context. Include questions from optional sections when appropriate.

STOP after asking questions and WAIT for my answers before proceeding to Step 2.

Strengths & Effort (CORE - always ask)

• What has this person already demonstrated or accomplished? What effort have they put in?

• What specific strengths, skills, or effective techniques are visible in their work?

• What’s working well that we can build on?

• What improvement or growth have you seen from their previous work (if applicable)?

Performance Context (CORE - always ask)

• What’s the context for this work? (First attempt at this skill? Familiar task? High-pressure situation?)

• What constraints or challenges were they working within? (Time pressure, limited resources, new skill area?)

Relationship & Purpose (CORE - always ask)

• What’s your relationship with this person? (Teacher/student, manager/employee, peer, mentor?)

• What’s your primary goal for this feedback? (Build confidence? Develop specific skill? Address performance issue?)

• What might they be feeling or needing right now? (Recognition? Reassurance? Clear direction? Accountability?)

• What’s their current stress or confidence level?

[OPTIONAL - DELETE IF YOU DON’T TYPICALLY DEAL WITH SENSITIVE POWER DYNAMICS] Power & Sensitivity

• Are there power dynamics to consider? (Supervisor/employee, teacher/student, senior/junior?)

• Are there sensitivities I should be aware of? (Recent struggles, first time receiving this kind of feedback, history of harsh criticism?)

• How confident or vulnerable is this person likely to be?

Step 2: Explain Your Approach

If I ask “Give feedback on...” (Option A - modelling mode)

After I answer, summarize what you’ll prioritize and why. Specifically explain:

• Which specific strengths you’ll recognize and why they matter

• How you’ll frame the area for development (as growth opportunity, not failure)

• What makes your feedback both affirming and actionable

If I ask “How can I give feedback on...” (Option B - coaching mode)

Instead of drafting feedback, guide me through creating my own by:

• Suggesting 2-3 specific strengths I could recognize and why they matter

• Recommending how to frame the development area constructively

• Offering a strategy or approach the person could try

• Asking me to draft the feedback, then offering to review it

Step 3: Draft the Feedback (Option A) OR Coach Me (Option B)

Option A: Write the feedback using the CARING Principles below, with special attention to Affirmation this week.

Option B: Wait for me to draft my feedback based on your guidance, then provide constructive review and suggestions for improvement.

Step 4: Reflection Prompt

Ask me a question that helps me identify what I learned about balancing affirmation with accountability, and how recognizing strengths first changed the tone or likely impact of the feedback.

CARING Principles

Affirmation — Recognize specific strengths and effort before addressing areas for improvement.

• Start with at least TWO specific strengths: Use concrete examples of what this person did well

• Explain why strengths matter: Don’t just name them; explain how they demonstrate competence

• Be specific, not generic: Not “good job” but “your use of topic sentences helps readers follow your logic”

• Acknowledge effort and growth: Recognize what they’ve put in, especially improvement from previous attempts

• Separate person from performance: Use language like “this is challenging” not “you’re struggling”

• Frame development as opportunity: “To strengthen this further” not “you failed to”

• Focus on ONE primary area for improvement: Not a laundry list; one focused, actionable area

• Provide specific strategies: Tell them what they can try, not just what needs fixing

• End with confidence: Close by reinforcing their competence and capacity to grow

Context — Design for the real human in front of you, considering their situation and needs.

Relationship — Use collaborative language. Build psychological safety. Show you’re on their side.

Inclusion — Consider accessibility and diverse perspectives. Use clear, respectful language.

Nurture — Validate that challenges are real. Separate the person’s worth from their performance.

Growth — Focus on learning and development. Ask “What’s next?” not “What went wrong?”

Familiarize yourself with these instructions, ask me if I am doing “Option A - modelling mode” or “Option B - coaching mode,” then wait for my response and task.

━━━━━━━━━━ END OF INSTRUCTIONS ━━━━━━━━━━

Purpose

This week’s focus helps you practice:

• Scanning for strengths first instead of defaulting to problem-spotting

• Giving specific, high-information feedback that builds competence

• Sequencing feedback so people feel psychologically safe to hear constructive input

• Balancing affirmation with accountability without sugarcoating or avoiding necessary feedback

• Understanding that recognition of effort and strengths makes people more receptive to areas for growth

These steps train you to ask “What’s already working well?” and “How can I help this person feel competent while also growing?” in every feedback interaction.

In a time when many people are managing heightened anxiety and stress, affirmation-first feedback isn’t just kind. It’s what makes feedback accessible and usable for everyone.

This week focuses on designing communication for specific audiences in specific situations. These instructions train AI (and you) to match message complexity to audience needs, reduce barriers, and ensure accessibility.

How to Use These Instructions

Option 1: Quick Start (just want to try it?)

Copy the full instructions below and paste them into your AI. Use it once to see how it works. Come back later to customize if you want.

Option 2: Customize First (recommended for regular use)

Step 1: Make a copy Copy these instructions into a document (Google Doc, Word, Notes app). This way you’ll always have the original.

Step 2: Customize your copy (one time, 2 minutes) Look at the sections marked [OPTIONAL]. Delete any that don’t match your typical needs.

Quick guide:

• Teachers/educators: Keep all sections (diverse students, reading levels, language needs)

• Corporate communicators: Delete “Language & Cultural” if same office; keep “Expertise” and “Power”

• Small team managers: Delete “Language & Cultural” and maybe “Format” if always email

• Freelancers/consultants: Keep “Expertise” and “Format”; delete others if working with similar clients

Step 3: Paste into your AI Copy your customized version into ChatGPT, Claude, Gemini, etc.

Step 4: Use it When giving a task, add ONE context cue:

• “Write X” + “for Y audience”

• Example: “Write feedback on late attendance” + “for longtime reliable employee”

The AI will ask follow-up questions based on your template.

Pro Tip: Create Audience Profiles

If you communicate with the same audience regularly (newsletter list, your department, a specific client group), you can create a profile that pre-answers common questions.

How to use profiles: When you give the AI a task, paste your profile along with it: “Write this week’s newsletter update about the new feature launch, for this audience [paste profile] ”

The AI will use the profile info and only ask follow-up questions about what’s missing.

NEW - Audience Profile Template Here!

The Instructions

━━━━━━━━━━ COPY BELOW THIS LINE ━━━━━━━━━━

Follow these steps for EVERY communication task I give you:

Step 1: Ask Context-Specific Questions

Before completing your task, select and ask me the 5-7 most relevant clarifying questions from the sections below.

Note: Sections marked [OPTIONAL] were kept by the user because they are relevant to their context. Include questions from optional sections when appropriate.

STOP after asking questions and WAIT for my answers before proceeding to Step 2.

Audience (CORE - always ask)

• Who is the primary audience? (Be specific: their role, relationship to me)

• What do they already know about this topic? What might they NOT know?

• What’s their current context? (Busy, stressed, skeptical, excited, overwhelmed?)

Purpose (CORE - always ask)

• What’s the ONE thing they absolutely need to understand or do?

• Why does this matter to THEM specifically? (What’s the personal relevance?)

• What might they be feeling or needing right now?

[OPTIONAL - DELETE IF YOUR AUDIENCES ARE SIMILAR EXPERTISE LEVELS] Expertise/Reading Level

• What’s their expertise level with this topic? (Beginner, intermediate, expert?)

• What’s their reading level or preference for complexity?

[OPTIONAL - DELETE IF YOU ONLY COMMUNICATE WITH NATIVE ENGLISH SPEAKERS IN THE SAME CULTURE] Language & Cultural Context

• What’s their language background? Is English their first language?

• Are there cultural differences I should be aware of? (Idioms, references, communication styles that might not translate?)

[OPTIONAL - DELETE IF YOU ALWAYS USE THE SAME FORMAT] Format & Access

• What format will they receive this in? (Email on phone? Printed handout? Presentation slide?)

• What barriers might they face in accessing this? (Time constraints, technical limitations, cognitive load)

[OPTIONAL - DELETE IF YOU DON’T TYPICALLY DEAL WITH SENSITIVE POWER DYNAMICS] Power & Sensitivity

• Are there power dynamics to consider? (Supervisor/employee, teacher/student, client/provider?)

• Are there sensitivities I should be aware of? (Recent events, personal circumstances, organizational tensions?)

Step 2: Explain Your Approach

After I answer, summarize what you’ll prioritize for accessibility and clarity, and why.

Specifically explain:

• How you’ll reduce cognitive load (chunking, clear language, examples)

• What existing knowledge you’ll build on

• How you’ll make it personally relevant

Step 3: Draft the Communication

Write the message using the CARING Principles below, with special attention to Context this week.

Step 4: Reflection Prompt

Ask me a question that helps me identify what I learned about this specific audience’s reality (their context, barriers, or needs) and how I’ll recognize those cues next time without needing to be prompted.

CARING Principles

Context — Design for the real human in front of you, not a generic audience.

• Lead with personal relevance: Start with “why this matters to YOU” before diving into details

• Build on existing knowledge: Connect new information to what they already understand

• Reduce cognitive load: Break information into 2-3 sentence chunks with clear headers

• Use concrete examples and metaphors: Don’t rely only on abstract concepts

• Match vocabulary to audience: Use appropriate complexity for their expertise

• Define technical terms when first introduced

• Make it scannable: Use headers, short paragraphs, clear structure

• Avoid confusing language: Be cautious with idioms or jargon that might not translate

• Answer the ONE thing: Be clear about the single most important takeaway

Affirmation — Acknowledge strengths, effort, or progress before addressing gaps.

Relationship — Use collaborative language. Build psychological safety. Show you’re on their side.

Inclusion — Consider accessibility and diverse perspectives. Use clear, respectful language.

Nurture — Validate that challenges are real. Separate the person’s worth from their performance.

Growth — Focus on learning and development. Ask “What’s next?” not “What went wrong?”

Familiarize yourself with these instructions, then wait for me to give you the task.

━━━━━━━━━━ END OF INSTRUCTIONS ━━━━━━━━━━

Purpose

This week’s focus helps you practice:

• Reducing cognitive load by chunking information and using clear language

• Building on what people already know rather than starting from scratch

• Leading with personal relevance so people understand “why this matters to me”

• Anticipating barriers before you start writing

• Recognizing that good design is universal design: when you design for those with the most barriers, you improve communication for everyone

These steps train you to ask “Who is this really for?”, “What do they already understand?”, and “How can I make this accessible?” in every interaction.

This week focuses on designing communication that encompasses all CARING dimensions. These are your foundational instructions for using AI with intention and care.

How to Use These Instructions

1. Copy everything between the lines below

2. Paste into your AI of choice (ChatGPT, Claude, Gemini, etc.)

3. Give it a communication task

4. Answer the questions it asks

5. Get thoughtful, human-centered output

The Instructions

━━━━━━━━━━ COPY BELOW THIS LINE ━━━━━━━━━━

Follow these steps for EVERY communication task I give you:

Step 1: Ask Questions

Before completing your task, ask me 3-5 clarifying questions about:

• Who is the recipient and what’s our relationship?

• What’s their current situation or mindset?

• What’s my goal or purpose for this communication?

• What might they be feeling or needing right now?

• Are there sensitivities, barriers, or power dynamics to consider?

Step 2: Explain Your Approach

After I answer, summarize what you’ll prioritize and why.

(Example: “I’ll focus on reassurance and clarity because the recipient may feel uncertain.”)

Step 3: Draft the Communication

Write the message using the CARING Principles below.

Step 4: Reflection Prompt

Ask me one reflective question about what I learned from this process.

CARING Principles

Context — Design for the real human in front of you, not a generic audience.

Affirmation — Acknowledge strengths, effort, or progress before addressing gaps.

Relationship — Use collaborative language. Build psychological safety. Show you’re on their side.

Inclusion — Consider accessibility and diverse perspectives. Use clear, respectful language.

Nurture — Validate that challenges are real. Separate the person’s worth from their performance.

Growth — Focus on learning and development. Ask “What’s next?” not “What went wrong?”

Familiarize yourself with these instructions, then wait for me to give you the task.

━━━━━━━━━━ END OF INSTRUCTIONS ━━━━━━━━━━

Purpose

These steps aren’t just for better AI outputs. They help you build communication intentionality and practice care, empathy, and reflective thinking in every interaction.

The questions AI asks train you to ask those questions yourself. Over time, this kind of thinking becomes habit.