People Development & Performance · Marc Prager
How People Development Builds
with Claude & Cowork
A resource for People teams exploring what’s possible with AI
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Claude at Chime — How the Platform Works
Four modes, each with a different job. Knowing which to use is the unlock.
💬
Chat
You prompt, Claude replies. The longer you stay in one conversation, the sharper it gets.
Best for
Quick questions, writing help, brainstorming, thinking through a problem, one-off tasks.
How to use it
Go to claude.ai → type what you need. That’s it. No setup.
⚠ Biggest mistake
Starting a new chat for every message. Stay in the same conversation — Claude gets better the more context it has.
📁
Projects
A saved workspace where Claude always knows your role, goals, and context — without re-explaining each time.
Best for
Ongoing work: performance cycles, manager enablement, listening tour synthesis, recurring deliverables.
How to use it
Click Projects → New Project. Write custom instructions (your role, your rules). Upload reference files. Every new chat inherits it all.
⚠ Biggest mistake
Uploading files with no instructions. Files are knowledge. Instructions are judgment. You need both.
⚡
Skills
Pre-built workflows for repeatable tasks done the right way, every time — including skills built specifically for Chimers.
Best for
Feedback coaching, self-evals, calibration prep, synthesizing notes, building learning modules — tasks with a right way to do them.
Skills I built for People Dev
feedback-coach · self-eval · calibration-prep · debrief · focus-group-synthesis
⚠ Biggest mistake
Confusing Skills with Projects. Projects tell Claude what to know. Skills tell Claude how to act.
💻
Cowork
Claude works in your actual files — Word, Excel, PowerPoint — and connects directly to Slack, Gmail, and Drive.
Best for
Anyone who spends hours assembling, formatting, or moving information between tools. Let Claude do that part.
The big unlock
Grant access to your Docs folder + connect Slack, Gmail, and Drive. Claude can read, write, and act across all of them.
⚠ Biggest mistake
Describing steps instead of outcomes. Say “Turn these notes into a one-pager.” Let Claude figure out the how.
Practice Tool – All Managers
The Manager Conversation Hub
Why
Reading about hard conversations isn’t the same as practicing them. Most managers get no reps until the real thing.
What
A live web app where any manager works through real scenarios across five types: 1:1s, performance, career, feedback, and conflict — with coaching feedback after each choice.
How
Built and deployed in Cowork. Open in any browser — no login, no install.
→ The panel on the right is live — click any scenario and try it now.
Open Live Toolmanager-conversation-lab.pages.dev
Practice Tool – Director+
Director Leadership Simulator
Why
Director-level development requires more than feedback — it needs judgment calls against a real leadership standard.
What
Five complex M3 scenarios specifically designed for Director+ leaders. Each response is assessed across Chime’s M3 framework dimensions — Win Together, Be Bold, Be an Owner, and four more.
How
Built as a standalone HTML file in Cowork. No install — opens in a browser and exports a results summary.
Director Leadership Simulator — M3 Framework
PREVIEW
Director+ · M3 Leadership Framework
Director Coaching Simulator
Scenario 3 of 5
Scenario
Two senior ICs are in open conflict. Both are high performers. The tension surfaced in a cross-functional review and is now visible to your peers. You have a 1:1 with each this week. What do you do first?
Response A
Address it separately in each 1:1 before it shows up in another group setting.
Response B — Selected
Bring both ICs into a facilitated conversation. Name what happened and agree on behavioral expectations together.
Response C
Let it settle. Intervening too early can entrench positions.
M3 Framework Assessment
Win Together
Be Bold
Be an Owner
Member Obsessed
Win Together
Be Bold
Member Obsessed
Aim Higher
Be an Owner
Respect the Rules
Learning Experience
Anytime Feedback:
Small Moments, Big Impact
Why
A PDF on SBI doesn’t change behavior. People need to practice — and they need to understand the mindset shift first.
What
A learning module in Docebo — branching scenarios, SBI practice builder, self-rating, and a commitment prompt. Deployed to all Chimers.
How
Built in Cowork with the LX Factory rules engine, which enforces Chime brand, SCORM compliance, and language standards on every revision.
→ Step through the module using the buttons inside
Anytime Feedback: Small Moments, Big Impact — Chime Learning
SECTION 6 OF 10
CHIME LEARNING
Anytime Feedback: Small Moments, Big Impact
55% complete
Sections
✓Welcome
✓Quick Check
✓Meet Kai
✓The Psychology
✓Three Types
▶The SBI Framework
○Practice Scenarios
○Receiving Well
○Commitment Card
○Knowledge Check
💚
The SBI Framework
Situation · Behavior · Impact
S
Situation
Anchor the conversation to a specific moment. "In today's stand-up..." not "You always..."
B
Behavior
Describe what you observed — not intent, not character. "When you cut off Jordan twice..."
I
Impact
Name the actual effect. "...the team lost their thread and we had to restart the discussion."
✏ Try it — SBI Practice Builder
Think of a recent moment you could have given feedback but didn't. Draft it using SBI below.
Situation: When / in which meeting / on which project...
Behavior: I observed / noticed / saw...
Impact: The effect was / it made me feel / the team...
Quick check
True or false: SBI works best when you wait a few days so emotions cool down.
True
False ✓
False. SBI is most effective within 24–48 hours while the moment is still specific and fresh.
Section 6 of 10
Continue →
Deck — Chime Template
Building a Feedback Culture
in the COO Office
Why
The Quarterly People Leader Forum needed a sharp, data-grounded story — not slides assembled from scratch under time pressure.
What
A 10-slide deck built in the Chime PowerPoint template — research-backed, story-driven, presented at the Quarterly People Leader Forum.
How
Outline, research synthesis, structure, and copy all drafted in Cowork — then dropped into the Chime template. Claude works within brand constraints.
→ Click arrows to flip through slides
Building a Feedback Culture — COO Quarterly Forum
5 OF 10 SLIDES
1 / 5
Research & Synthesis
Manager Excellence Listening Tour Synthesis
Why
After 8+ listening sessions across functions, raw notes lived in docs with no consistent structure and no turnaround under a week.
What
A structured findings document for each function — themes, verbatim quotes, and opportunity areas in a consistent format. Same day every time.
How
Drop a session transcript. Get a structured doc back. Iterate by adding new transcripts from the same function as the tour progresses.
→ Scroll down inside the doc
ME 2026 · Listening Tour · People Development
PREVIEW
People Development · March 2026 · For Manager Excellence + People Leadership
Manager Excellence: Listening Tour Synthesis
12 sessions · All major functions · Same-day synthesis every session
The approach
Listen before designing. Synthesize before recommending.
Each session produced a same-day findings document — themes, verbatim quotes, and opportunity areas in a consistent format. 15 themes across 5 groups, grounded entirely in what leaders said.
Session Log
| IT / Security | March 9 | Complete |
| Risk | March 13 | Complete |
| Legal & Compliance | March 13 | Complete |
| Engineering | March 16 | Complete |
| Product | March 23 | Complete |
| + 7 more functions through March 30 | ||
15 Themes Across 5 Groups
The Readiness Gap
The Performance Conversation Gap
The Development Gap
The Visibility & Connection Gap
Structural & Systemic Dynamics
Heard in the room
“Being an empathetic person is not incompatible with telling people things that are difficult to hear. If anything, it gives you an advantage. That could turn into an asset we have — we just have to train it.”
Engineering
Custom Tool – Publicly Accessible
OMX Ops Manager Effectiveness Diagnostic
Why
The OMX Ops culture crew leads came to me with a problem: engagement surveys told them how people felt, but not where to focus. They needed to tell the difference between a team-level habit problem and an org-level system problem — same score, completely different fix.
What
A psychometrically validated diagnostic — 40 statements, 4 areas, each scored on two dimensions: Your Team and Your Org. The gap between those scores is the diagnosis. Validated across 1,000 simulations; Cronbach’s α 0.87–0.98.
How
Built from scratch in Cowork — framework design, question audit (19 of 40 revised), behavioral anchoring, and validation testing. Then deployed to GitHub Pages with Claude walking a non-engineer through the full process.
marcprager.github.io/OMX-Ops-diagnostic/?t=dm01
SECTION 2 OF 4
OMX Ops · Manager Effectiveness Diagnostic
Section 2 of 4: Feedback & Communication
10 of 40 statements completed
Rate each statement: 1 = Never · 2 = Rarely · 3 = Sometimes · 4 = Usually · 5 = Always
Statement 11
I give specific, behavior-based feedback to my direct reports within 48 hours of observing something noteworthy.
1
Never
2
Rarely
3
Sometimes
4
Usually
5
Always
Statement 12
My team members feel comfortable giving me candid upward feedback.
1
Never
2
Rarely
3
Sometimes
4
Usually
5
Always
Statement 13
I actively ask my direct reports: “What’s one thing I could do differently?”
1
Never
2
Rarely
3
Sometimes
4
Usually
5
Always
Anonymous · ~20 OMX Ops managers
Next statement →
Intranet Content – The Interchange
Values & Behaviors by M Level
Why
The Values Framework told managers what good looks like. They still didn’t know how to get there — or what specifically changes as they move from M1 to M2 to M3.
What
Six level-specific pages (M1 through E2) on The Interchange. Each brings all five Chime values alive with behaviors, concrete actions, skills to build, real scenarios, and quick wins. Plus a 12-question knowledge check quiz per level.
How
Built in Cowork as interactive HTML, embedded directly in The Interchange. Each page links to adjacent levels — so managers can see exactly what shifts when they grow.
interchange.chime.com · M1 Leadership Behaviors in Action
PREVIEW
M1
Leadership Level
Manager / Team Leader
Behaviors, actions, skills, scenarios & quick wins for every Chime value — at your level.
Compare Levels
M1
Manager
Current
M2
Sr. Manager
→ Next level
M3
Director
M4
Sr. Director
E1
Vice President
E2
SVP
Values
Member Obsessed
Be Bold
Win Together
Respect the Rules
Be an Owner
👤
What It Means to Be an M1
You build teams that embrace our values while helping others grow.
As you move toward M2, you’ll start spreading these practices to larger, more complex teams.
Win Together
Team up to deliver the best solutions and bring out the best in each other.
💬
Candid Feedback
You actively seek and give nuanced feedback that improves work outcomes and team dynamics.
🎯 Actions to Take
- Deliver SBI feedback (reinforcing or redirecting) per report per week
- End exchanges with “One Thing Better” — a specific forward-looking suggestion
- In 1:1s, ask “What’s one thing I could do differently?”
🔧 Skills to Build
- SBI fluency — deliver within 24–48 hours
- Aim for 3:1 reinforcing to redirecting ratio
- Coach reports through difficult conversations
⚡
Quick Win — Try This Week
Give one piece of reinforcing SBI feedback to a report today. Then ask: “What’s one thing I could do differently?”
Member Obsessed 2 behaviors
⌄
Be Bold 2 behaviors
⌄
📝
M1 Leadership Knowledge Check
12 situational scenarios · all 5 values · ~5 min
Take the Quiz
Where to begin
Three starting points that work regardless of experience level.
1
Find something that already costs you time.
A task you do every week. A process with too many handoffs. A deliverable you dread starting. Something real — not a demo.
2
Describe the situation, not the output.
“I have eight transcripts and need consistent findings docs.” Or: “Our onboarding has six steps and no one follows the same path.” Or: “I need a deck for the quarterly forum and have two hours.” The context is the prompt.
3
Start mid-thought.
“I’m not sure how to approach this, but here’s what I’m dealing with…” is a completely valid opener. Claude figures out the path with you. Push back, redirect, iterate.
The big unlock
Unlike a browser tab, Cowork reads and updates files in your Documents folder directly. And it connects to the tools you already use — Slack, Gmail, Google Drive — so the work doesn’t stop at the conversation.
C
Cowork
Four entry points — each a different kind of ask
1The doc
You
I have eight Listening Tour transcripts. I need consistent findings docs for each function — same format every time. I’m not sure how to start.
Claude
Drop the first transcript and I’ll build the template from it. Once you approve the structure, I’ll run the rest through automatically and save each one to your Documents folder.
2The workflow
You
Our onboarding has six handoffs and no one follows the same path. I need to understand where it actually breaks down before I redesign anything.
Claude
Let’s map what currently happens before we fix anything. Walk me through the six steps as you know them — even if it’s messy — and I’ll identify the friction points and where ownership gets unclear.
3The deck
You
I need a deck for the quarterly forum on Friday. I have a doc of notes and two hours. I’ve never built a deck in Cowork before.
Claude
Share the notes doc. I’ll pull out the story arc, suggest a slide structure, and draft the copy — you tell me what lands and what doesn’t. We’ll get there in two hours.
4The connectors
You
Can you send a summary of this to my team in Slack when we’re done?
Claude
Yes — which channel? I’ll draft the message for you to approve before it sends.
What are you working on?