What Questions Can I Ask the Reach AI Coach?
You can ask the Reach AI Coach questions that help you apply Reach learning to real workplace situations. It can help you plan, draft language, or practice conversations through role-play.
Below are common types of questions team members ask, along with example prompts to help you get started.
Preparing Language
Use it to help draft or refine language for difficult or sensitive situations.
Examples:
- “How do I ask a teammate to stop interrupting?”
- “How do I give feedback without focusing on personality or tone?”
- “Help me rewrite this message so it’s clearer and fairer.”
Role-play practice
You can practice a conversation before having it live. You play yourself, and the Reach AI Coach plays the other person. You can try different approaches and refine your wording.
Examples:
- “Role-play a 1:1 where I ask someone to stop interrupting me on video.”
- “Practice giving tough feedback and help me adjust if it gets defensive.”
Speaking up and asking questions
The Reach AI Coach can help you think through what to say in tricky moments using research-backed tactics, such as appealing to shared values, suggesting alternative perspectives, or asking probing questions.
Examples:
- “Someone said ‘They don’t have executive presence.’ Help me respond by appealing to shared values.”
- “What are three ways I could respond using alternative perspectives?”
- “What probing questions can I ask to better understand what they mean without escalating?”
Giving and improving feedback
Use it to make feedback more specific, objective, and grounded in clear criteria.
Examples:
- “How do I give feedback that’s behavior-based and includes concrete examples?”
- “What criteria should I define before a performance conversation so it’s less subjective?”
- “Can you help me pressure-test this feedback for clarity and fairness?”
Planning conversations and processes
The Reach AI Coach can help you design conversations or processes that increase fairness and “voice.”
Examples:
- “What norms could help reduce interruptions in our meetings?”
- “How should I plan a 1:1 to address ongoing tension?”
- “When should I loop in HR, and how can I prepare for that conversation?”
Hiring and evaluation
It can help support more structured, fair approaches to hiring and performance evaluation.
Examples:
- “Help me write interview questions and a simple rubric for this role.”
- “How can we reduce bias in resume review or interview debriefs using a more structured process?”
- “How do I write performance feedback that’s grounded in specific evidence?”
Current events and sensitive topics
Use it to think through how to open dialogue or offer support without making assumptions.
Examples:
- “How do I open a dialogue with my team about a challenging current event?”
- “What’s a good 1:1 check-in script if I think someone may be impacted?”
Tip for getting better responses
If you’re not sure where to start, try telling it what you want most, such as:
- A quick script
- A step-by-step plan
- Role-play practice
- Help debriefing after a conversation
The more context you share, the more tailored the guidance will be.