GOST Tactics Planner — AI Enablement Kit

Client: Jenn Barr / TRG Consultants → TRX Purpose: Enable TRX participants to produce a completed 12-Week Tactics Planner using any LLM Status: Draft

For the Participant

What this is: A prompt you paste into your AI tool (Microsoft Copilot, ChatGPT, Claude, or any AI assistant) that will walk you through building your Q2 Tactics Plan step by step.

What you'll get: A completed 12-Week Tactics Planner you can copy/paste into the template or email directly.

Time: 15–20 minutes per tactic

What you need before you start:

• Your department's strategy (from your Strategy Card)
• A general idea of what you want to accomplish this quarter
• That's it. The AI will help you with the rest.

Have more than one tactic? Run this prompt once per tactic. Start a new chat each time so the AI gives each tactic its full attention. Most people have 2–4 tactics per quarter.

Instructions

1. Open your AI tool (Copilot, ChatGPT, Claude, etc.)
2. Copy everything between the two lines marked --- START COPY --- and --- END COPY ---
3. Paste it into the chat
4. Answer the questions the AI asks you
5. At the end, you'll have a completed 12-Week Tactics Planner
6. Repeat with a new chat for each additional tactic

--- START COPY ---

I need your help building a 12-Week Tactics Planner for my quarterly work plan. You're going to walk me through this step by step — ask me one section at a time, help me think through my answers, and then produce a completed planner at the end.

Here is the context you need:

COMPANY FRAMEWORK: GOST (Goals, Objectives, Strategies, Tactics)

Our company uses a strategic planning framework called GOST:

• Goal (3-year, company-wide): Grow revenue by being the innovator in integrated financial management
• Objectives (3-year, measurable, company-wide):
• Obj 1: Grow client base by 20% YoY by 2028
• Obj 2: Diversification of revenue sources through innovation — 80% CC+ACH and 20% additional value-add services by 2028
• Obj 3: Implement a minimum of 3 annual continuous efficiency improvements demonstrating measurable impact in cost savings, time reduction, or process effectiveness by 2028
• Obj 4: Develop positive workplace culture as defined by the 'Top 2 Box' on the annual employee engagement survey improvement YoY with nothing below 80% by 2028
• Strategies (annual, per department): Each department has 2–5 strategies that describe HOW they'll achieve the objectives
• Tactics (quarterly, per individual): Specific, measurable actions each person commits to for the quarter that roll up to their department's strategy

WHAT A GOOD TACTIC LOOKS LIKE:

A good tactic is SMART:

• Specific — clearly defined action, not vague
• Measurable — you can count or score it
• Achievable — realistic given your capacity and resources
• Relevant — directly supports your department strategy and at least one company objective
• Time-bound — completable within the quarter (12 weeks)

Bad example: "Improve customer service" Good example: "Implement structured client check-in cadence for top 20 accounts, completing first full cycle by end of quarter, targeting 90% completion rate"

GOLDEN EXAMPLE — What a completed tactic plan looks like:

Department: HR | Leader: Sarah Chen Strategy: Create a unified job architecture and hiring system to scale from 150→220 employees without adding HR headcount Objective served: Obj 4 (workplace culture)

Tactic: Standardize job families and compensation bands for all corporate roles, with v1 framework approved by leadership by end of Q2

End State (June 30): Job architecture v1 is live — 100% of corporate roles mapped to standardized job families with calibrated compensation bands. Leadership has approved the framework. Managers can use it for hiring and promotion decisions.

KPIs:

1. 100% of corporate roles mapped to job families (target: 45 roles)
2. Compensation bands calibrated against market data for all job families (target: 15 families)
3. Manager satisfaction with new framework ≥ 4.0/5.0 in pilot feedback survey

Backward Plan:

• June (Weeks 10-12): Final leadership presentation and approval. Manager training sessions. Go-live communication. Success = framework approved and managers trained.
• May (Weeks 5-9): Compensation benchmarking against market data. Band calibration with Finance. Pilot with Operations department. Collect feedback. Success = bands calibrated and pilot complete.
• April (Weeks 1-4): Audit current roles. Draft job family structure. Interview 5 department heads on role requirements. Success = draft framework complete and validated by 3+ leaders.

NOW — WALK ME THROUGH IT:

Please guide me through the following sections one at a time. Ask me questions, help me think, and challenge me if my answers are too vague. Be conversational and encouraging.

Step 1 — About You Ask me: my name, my department, my role, and which department strategy I'm working on this quarter. If I'm not sure about my department strategy, help me figure out which company objective my work most connects to and draft a strategy statement together.

Step 2 — Pick Your Tactic Ask me what I want to accomplish this quarter. Help me make it SMART. Push back if it's too vague, too ambitious, or not connected to the strategy. Suggest refinements. Confirm the final tactic statement with me before moving on.

Step 3 — End State Vision Ask me: "If everything goes perfectly, what does June 30 look like?" Help me define what success looks like in concrete terms. Then help me identify 3 measurable KPIs with specific targets.

Step 4 — Backward Planning Walk me through planning BACKWARDS from the end state:

• First ask about June (Weeks 10-12): What are the final deliverables? What needs to be done and delivered?
• Then May (Weeks 5-9): What are the major building blocks? What has to be built, tested, or completed?
• Then April (Weeks 1-4): What foundation needs to be laid? What are the quick wins to build momentum?

For each month, help me identify specific weekly actions, who owns them, estimated hours, and what success looks like at the checkpoint.

Step 5 — Reality Check Help me do a capacity analysis:

• How many total hours am I allocating to this tactic?
• What's my available capacity? (Use: team size × 40 hours × 12 weeks × 0.8 buffer)
• What resources do I need (skills, tools, budget, external support)?
• What dependencies could block me? Who do I need something from, and by when?

Step 6 — Produce the Completed Planner Once we've worked through everything, produce my completed 12-Week Tactics Planner using EXACTLY this format. Do not change the structure, section names, or table columns. Fill in every field based on our conversation:

12-WEEK TACTICS PLANNER — Q2 2026

Department: [department name] Leader: [your name] Strategy: [your department strategy] Objective(s) Served: [which company objective(s) this supports]

TACTIC: [the SMART tactic statement we agreed on]

END STATE VISION — June 30, 2026 What success looks like: [2-3 sentence description of what "done" looks like]

Measurable outcomes:

• KPI 1: [specific measure] — Target: [number/threshold]
• KPI 2: [specific measure] — Target: [number/threshold]
• KPI 3: [specific measure] — Target: [number/threshold]

BACKWARDS PLANNING CALENDAR

JUNE 2026 (Weeks 10-12) — DELIVER & MEASURE End State Deliverables: [what gets delivered or completed this month]

June Checkpoint: [what must be true to declare success]

MAY 2026 (Weeks 5-9) — BUILD & ITERATE Major Building Blocks: [what gets built, tested, or completed this month]

May Checkpoint: [what must be true to stay on track]

APRIL 2026 (Weeks 1-4) — FOUNDATION & QUICK WINS Setup & Early Wins: [what foundation gets laid this month]

April Checkpoint: [what must be true to confirm strong start]

CAPACITY ANALYSIS Total hours allocated to this tactic: [X] hours across 12 weeks Available team capacity: [Y] hours (team size × 40 hrs × 12 weeks × 0.8 buffer) Buffer remaining: [Z] hours (for emergencies and unplanned work) Weekly time commitment: ~[N] hours/week

RESOURCE REQUIREMENTS

DEPENDENCY TRACKER

WEEKLY PROGRESS TRACKER (bring to your 1:1 meetings)

LESSONS LEARNED (complete at end of quarter) What Worked: [fill in at quarter end] What Didn't: [fill in at quarter end] Adjustments for Next Quarter: [fill in at quarter end]

Start now by asking me about myself and my department. Be friendly and conversational.

--- END COPY ---

For Jenn — How to Use This

What this does

This prompt walks any participant through building a completed 12-Week Tactics Planner using whatever AI tool they already have access to — Copilot, ChatGPT, Claude, or anything else. The AI asks them questions, pushes back on vague answers, and produces a formatted planner they can copy/paste or email to you.

How to send it

Email the participant instructions and prompt to your team (or have Scott send it). Here's a suggested email:

Subject: Making your Q2 tactics plan easy — AI tool included

Team —

I know the tactics planning form can feel like a lot. So I've put together a tool that makes it as easy as having a conversation.

Open your AI assistant (Copilot, ChatGPT, Claude — whatever you use) and paste in the attached prompt. It will walk you through building your 12-Week Tactics Planner step by step. Just answer the questions it asks. At the end, it produces a completed planner you can copy/paste or email to me.

Time: About 15–20 minutes per tactic. If you have more than one tactic, start a new chat for each one.

What you need: Your department strategy (from your Strategy Card) and a general idea of what you want to accomplish this quarter. The tool handles the rest.

Deadline: [insert date]

If you have any questions or get stuck, reach out.

What's embedded in the prompt

• TRX's Goal and all 4 Objectives — participants don't need to look anything up
• The SMART framework and what a good tactic looks like
• A golden example (HR department) so the AI knows what "good" output looks like
• The exact 12-Week Tactics Planner format — output matches your template
• Instructions to push back on vague answers — the AI won't let them skip steps

Notes

• One tactic per chat. If someone has 3 tactics, they run the prompt 3 times in 3 separate chats.
• Works with any AI tool. Copilot is built into their Office suite. ChatGPT works. Claude works. Any of them will produce a good result.
• They can iterate. If the first pass isn't quite right, they can tell the AI "that's not specific enough" or "let me change the KPI" and it will adjust.
• Q2 2026 dates are hardcoded. For future quarters, update the dates in the prompt (April→July, May→August, June→September, etc.) and the end state date.
• No confidential data in the prompt. The company goal and objectives are the only TRX-specific content. Participant data is entered during the conversation, not stored in the prompt.
• This is a kit you can reuse. Any client running a GOST process can use a version of this — swap out the company goal, objectives, and golden example, and it works for anyone.