Coaching ChatGPT Prompts
Life coaching, career coaching, and personal development prompts
Write Goal-Setting Worksheets for Clients
Create a client goal-setting worksheet for {coaching_niche}. Move from vague desire to committed action in stages: what they want and — crucially — why it matters to them rather than to someone else, what specifically will be different when they have it, the current position honestly stated, the obstacles including the internal ones, the resources and support available, the first three actions with dates, and how progress will be measured. Include the questions that surface a goal someone has adopted from others rather than chosen, and the trade-off question: what will you stop doing to make room for this? Add a commitment statement, an accountability structure, and a review page for revisiting the goal without treating revision as failure.
Develop Accountability Check-In Questions
Write accountability check-in questions for {coaching_context} on a {frequency} cadence. Provide three sets: the standard check-in, the one for a client who has hit their commitments, and — most importantly — the one for a client who has not, written to explore the obstacle rather than to induce shame, because shame reliably ends the coaching relationship. Include questions that surface whether the commitment was too large, poorly timed, or not genuinely theirs. Add the pattern-recognition questions for repeated misses across sessions, the recalibration conversation when a goal is no longer right, and guidance on holding a boundary without becoming the client's disappointed parent.
Create a Career Transition Coaching Program
Design a 12-session career transition program for someone moving from {current_role} toward {target_direction}. Phase it: clarify (values, strengths, non-negotiables, and the honest reason for leaving — running from something needs different work than running toward), explore (research, informational interviews, small reality-testing experiments before committing), prepare (narrative, CV, portfolio, skill gaps), and execute (search strategy, applications, negotiation, and the first 90 days). Give each session an outcome, the core questions, and between-session fieldwork. Address the financial runway plainly, the identity loss that accompanies leaving a role, and the family conversations. Add the checkpoint where the honest answer might be to stay and change the current role instead.
Write Limiting Beliefs Identification Exercises
Create exercises to help a {client_type} identify limiting beliefs about {domain}. Provide four: a sentence-completion exercise that surfaces beliefs the client would not state directly, an evidence audit testing a belief against actual history, an origin exercise tracing where the belief came from and whether it was ever accurate, and a reframe that is credible rather than a forced positive — since an unbelievable affirmation strengthens the original belief. For each, give the instructions, the coach's follow-up questions, and what to do when the exercise surfaces significant distress. Add the distinction between a limiting belief and an accurate assessment of a real constraint, because treating the second as the first does genuine harm.
Design a Values Clarification Worksheet
Build a values clarification worksheet for {client_type}. Use three converging methods rather than a list to tick: peak experience analysis (what was present when you felt most alive), the frustration inventory (what consistently angers you reveals a violated value), and forced-ranking trade-offs between values that genuinely conflict — security against adventure, achievement against connection. Then the reality test: where does your calendar and spending actually reflect these, and where is the gap? Finish with 5–7 values each defined in the client's own sentence rather than a single abstract word, plus one behavioural commitment per value. Include the coach's guidance on sitting with the discomfort the gap produces instead of resolving it too quickly.
Create a Confidence Building Action Plan
Design a 12-week confidence building plan for someone facing {situation}. Ground it in evidence rather than affirmation: confidence follows demonstrated competence and accumulated evidence, so build a graded exposure ladder from a mildly uncomfortable action to the target situation, with each rung repeated until it feels ordinary. Include an evidence log capturing what actually happened versus what was predicted, since the gap is the intervention. Add: the cognitive work of identifying and testing the specific prediction driving avoidance, a preparation routine, the recovery protocol for a setback, and the distinction between confidence and the absence of fear. State plainly when this crosses into clinical anxiety and should be referred to a qualified professional.
Write Reflection Questions for Clients
Write reflection questions on {topic} for {client_type} to work through between sessions. Provide three tiers: surface questions that are easy to start with, deeper questions that require genuine thought, and the one or two questions a client will want to avoid — which are usually the useful ones. Make every question open, singular (not three questions stacked into one), and free of the assumption that there is a right answer. Include the instruction on how to use them — written rather than mental, timeboxed, without editing — and what to do when a question produces nothing. Add the coach's guidance on following up on a reflection without turning it into homework marking.
Develop a Success Measurement Framework
Build a framework for measuring coaching outcomes for {coaching_type} over an {engagement_length} engagement. Combine three layers: the client's own goal metrics defined at the outset in observable terms, validated self-report scales administered at baseline, midpoint and close, and behavioural evidence — what the client is now doing that they were not before. Establish the baseline in session one, since retrospective improvement estimates are unreliable. Add third-party input where appropriate (manager or peer feedback for executive coaching) with consent handling. Include the midpoint review that can change direction, the honest handling of a client who is not progressing, and guidance on separating coaching effect from everything else happening in the client's life.
Create a Coaching Package Description
Write coaching package descriptions for a {coaching_niche} practice at {price_point}. Produce three tiers. For each: who it is for and explicitly who it is not for, the outcome in the client's language rather than process language, what is included (session count, length, cadence, between-session access, materials), the duration, the investment, and the practical commitment required of the client. Lead with the transformation and place the logistics second. Address the two questions every prospective client has and rarely asks — what if it does not work, and can I afford this — with a clear policy rather than a guarantee you cannot honour. Avoid implied outcome promises that would be unethical or unenforceable.
Create a Life Coaching Session Framework
Design a 60-minute coaching session framework for {client_type} working on {focus_area}. Structure it with timings: reconnect and review commitments from last session (5 min), agree the session outcome in the client's words (5 min), explore the current reality with questions rather than advice (20 min), generate options the client owns (15 min), commit to specific actions with dates (10 min), and close with a reflection (5 min). Give 5–8 questions per phase, all genuinely open. Include the coach's internal checkpoints — am I advising rather than coaching, whose agenda is this, am I filling silence — and guidance on when a client's issue is outside coaching scope and should be referred to a therapist or specialist.