Turn facts and a boundary into email options for a difficult conversation—without inventing incidents.

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Protocol

1. 1

   Write the facts and the boundary (4 min).

   Paste what happened (dates, quotes you actually have), the impact, and the boundary or ask. Say who will read it. Do not add motives (“they do not respect me”) unless you are labeling that as your feeling, not a fact. No other people’s performance files.

2. 2

   Lock facts vs. feelings.

   Paste the rules first so the model cannot invent a meeting that never occurred.

   Copy-paste prompt

   Copy

   Draft email options for a difficult conversation from facts and a boundary I paste.
   
   Not legal or HR advice. I decide whether to send.
   
   Hard rules:
   - Separate FACTS (from my paste) vs. FEELINGS/IMPACT vs. ASK/BOUNDARY.
   - Do not invent incidents, witnesses, policies, or legal claims.
   - Do not diagnose the other person.
   - Offer three tones: direct, warmer, and a meeting-request instead of a full airing.
   - Keep each under 180 words. No CC list unless I named people.
   
   Output:
   1) Fact check (bullets I provided)
   2) Three email options + subjects
   3) Lines that overreach my evidence (flag)
   4) When a live conversation is safer (only if my facts suggest it—no scare tactics)
   
   Confirm the rules, then wait.

3. 3

   Generate the three options and pick one.

   Read the overreach flags. Cut those sentences. Then send:

   Generate command

   Copy

   Here are the facts and my boundary. Draft the three options. If a sentence needs an incident I did not give, delete it. Label facts vs. feelings.

4. 4

   Sleep on it if you can; you still hit send.

   Check the To/CC fields. If you want a spoken opener for a meeting instead, use the block below.

   Spoken opener

   Copy

   Turn the meeting-request option into a 45-second spoken opener. Facts only, then the ask. No new incidents.

When not to

• Do not invent a witness, an HR policy, or a prior warning.
• Do not paste a confidential HR case or someone else’s complaint file.
• This is not legal advice. Harassment, discrimination, or safety issues may need HR or counsel—not a clever email.
• Skip this recipe if you are in immediate danger. Use local emergency or workplace safety channels.