NADIA AI COACHING For People Managers
HOW TO
GET STARTED WITH NADIA: Your AI-Powered Leadership Coach
Leverage Nadia to achieve your goals and unlock new possibilities in your career.
We’re excited to share Nadia, your personalized AI leadership coach, designed to support your growth and success at Cushman & Wakefield. Whether you’re preparing for a year-end review, setting new goals, or navigating a challenging conversation, Nadia is here to guide you every step of the way. Watch a short video introduction to Nadia. What is Nadia? Nadia is an always-on, AI-powered coach tailored to provide personalized, actionable guidance for leaders and employees alike. Secure and private, Nadia integrates seamlessly into your workflow to help you build skills, gain clarity, and turn career aspirations into action. Click here to meet Nadia and start your coaching journey! How Can Nadia Support You? Nadia specializes in helping individuals elevate their performance management and goal-setting processes. Here are just a few ways you can leverage her expertise: ● Goal Setting & Accountability: Work with Nadia to define clear goals, identify key milestones, and create a check-in plan to stay on track. Navigating Performance Conversations: Practice delivering constructive feedback or receiving input, with Nadia providing real-time feedback and actionable advice. Skill Development: Explore and refine leadership skills like delegation, coaching, and team alignment to enhance your effectiveness. Difficult Conversations: Use Nadia to role-play scenarios, rehearse challenging discussions, and approach conversations with confidence. ● ● ●
On-the-Spot Support: Whether you’re crafting development plans for your team, preparing for a cross- functional meeting, or need help structuring a performance review, Nadia is your always-available co- pilot.
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Who Can Access Nadia? All Cushman & Wakefield People Managers can access Nadia using the link above. Please do not share the link with your team. Get started with Nadia. How Can I Get Training? See the next page in this QRG for upcoming live training dates or watch the recorded training available on- demand in Workday. In this guide, you’ll also find sample prompts to help you navigate talent and performance processes and conversations.
HOW TO
SUCCEED WITH NADIA: Proper Use & Boundaries
Nadia is your AI leadership coach at Cushman & Wakefield, designed to support how you lead—not to make decisions for you. Guardrails prevent Nadia from handling misconduct, employment decisions, or legal issues and will redirect you to HR, Legal, or Ethics & Compliance when needed. Use Nadia For Nadia specializes in helping individuals elevate their performance management and goal-setting processes. Here are just a few ways you can leverage Nadia's expertise:
Coaching & Conversations - Drafting and practicing year-end and 1:1 talking points - Role-playing tough feedback or performance discussions
Performance & Goals (content, not ratings) - Turning notes into clear accomplishments, strengths, and growth areas - Drafting development actions or follow-up plans
Leadership & Productivity - Improving delegation, coaching, and accountability - Structuring agendas, emails, and recap notes - Planning next steps and check-in rhythms with your team
Use Nadia For Go to HR / People Partner / Ethics & Compliance / Legal instead if it involves: Workplace misconduct or safety - Harassment, discrimination, bullying, threats, or violence Employment decisions - PIPs, termination, “moving someone out,” deciding ratings, promotions, or pay Legal / policy interpretation - Interpreting laws, regulations, contracts, or whether behavior is a policy violation Sensitive personal or medical details - Health history, diagnoses, family situations, or unnecessary Personal Identifiable Information Safe Data Practices - Never use Nadia for Misconduct, unlawful, or unethical reporting. - If a guardrail is triggered, Nadia redirects users to next steps and the proper resources. - Remember: data in Nadia is C&W-owned, like any other system.
Contents
Accessing Nadia Best Practices for Writing AI Prompts Performance Management Process (PMP) • Goal Setting
WATCH THE WORKDAY RECORDING Learn more about Nadia on your own timeline. Watch the training recording in Workday
• Mid-Year Check-In • Year-End Review Talent Review • Talent Assessment • Succession Planning
NEED A DEMO OR SUPPORT? Contact Joshua Roberts for a 30- minute Nadia demo that includes best practices for writing effective prompts and effectively using Nadia in your daily work.
Manager-Employee Conversations
Accessing Nadia
here
NEXT STEP: ADD NADIA IN TEAMS
Make Nadia part of your daily work by pinning the app in Teams. See the next page for instructions.
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Add Nadia to Your Teams Toolbar
After you access Nadia, you can install and pin the app in your MS Teams for easy access. Follow the instructions below to install and pin the app.
1. In Teams, click Add App at the bottom of the left menu. 2. In the search box, type “Nadia AI Coach” 3. Find the app on-screen 4. Click Add
5. On the app screen, click ADD again 6. From here follow the on- screen prompts to install the app.
1. To pin the app in your
Teams toolbar, right click on the Nadia icon and select Pin
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Best Practices for Writing AI Prompts
BEST PRACTICE
HOW TO DO IT
BE CLEAR AND CONCISE Ambiguous or overly complex prompts can confuse the AI and lead to unclear or irrelevant answers. PROVIDE CONTEXT Context helps AI understand the background and your intent, leading to more accurate responses. BE SPECIFIC ABOUT FORMAT Giving the AI a clear structure ensures the output meets your needs, whether you want a list, paragraph, summary, etc. DEFINE THE TONE OR STYLE Different tasks require different tones or styles, and guiding the AI helps match the response to your intended use. ASK FOLLOW-UP QUESTIONS OR CLARIFICATIONS If the AI’s response isn’t exactly what you want, follow- up questions can fine-tune the output. INCORPORATE CONSTRAINTS AND LIMITS Constraints help guide the AI toward more relevant answers and prevent excessive or irrelevant responses. USE OPEN-ENDED PROMPTS FOR CREATIVITY Open-ended prompts can encourage more creative and varied responses. ADJUST FOR COMPLEXITY Depending on the task, the complexity of your prompt might need to match the depth of the response you want. STAY OPEN TO ITERATION AI can generate many different types of answers, and sometimes the first response isn’t perfect. USE AI’S STRENGTHS AI works best with tasks that involve summarizing, categorizing, or explaining things. Leverage these strengths for more effective results.
Use simple, straightforward language, and be as specific as possible about what you want. For example, instead of “Tell me about marketing,” try “What are the top 3 trends in digital marketing for 2026? Include relevant details to set the stage. For instance, “Based on current global trends in sustainability, suggest strategies for a mid-sized company in the tech sector.” Specify the output you desire. Example: “Generate a 5- bullet-point list of benefits of remote work” or “Write a 200-word blog post on the impact of AI in healthcare.” Clarify the tone or style upfront. Example: “Write a formal, professional email response” vs. “Write an informal, friendly email response.” Be willing to iterate. For example, if a response is too general, you can follow up with something like, “Can you expand more on the second point?” or “Can you make this more concise?” Set limits where necessary. For example, “Summarize the article in 150 words” or “List the top 3 reasons in bullet points.” Pose questions that allow room for exploration. For example, “What are some innovative ways companies are using AI for customer service?” allows for a broader range of responses. If you're looking for simple facts, keep it straightforward. For deeper, more complex information, add depth to your prompt. Example: “Explain the concept of machine learning” (simple) vs. “Provide a detailed comparison of supervised vs. unsupervised learning with real-world examples” (complex). Don’t be afraid to refine your prompt after seeing an initial answer or break down your query into smaller components for clearer responses. If you need an analysis, ask the AI to summarize key points. If you need a creative solution, encourage the AI to brainstorm ideas or explore new concepts. 4
Performance Management Process
Prompts to Support Goal Setting for Your Team
PROMPT
WHY IT WORKS
Define Organizational Priorities & DRIVE Values Based on our company’s core values and current strategic priorities, help me identify three key areas where our team should focus to drive the most impact. How can we ensure that these areas align with our long-term vision?" Set Ambitious, Yet Achievable Goals Based on our team's current strengths and capabilities, suggest an ambitious goal we could aim for within the next 6 months that challenges us but remains realistic. Ensure the goal is measurable and aligned with our department's key initiatives. Ensure Transparency & Accountability Create a system for tracking our team's progress toward this ambitious goal. What specific metrics should we measure regularly, and how can we ensure full transparency with our stakeholders about progress and setbacks? Schedule Frequent Check-Ins & Discussion What are some effective ways to create a regular, open dialogue around our team’s progress on this goal? How can we incorporate frequent discussions to keep everyone aligned and adjust our approach as needed? Make the Goal Specific & Actionable Help me break down our main goal into 3-4 specific, actionable objectives that can be achieved over the next quarter. Each objective should be clear, measurable, and directly aligned with the organization's values and priorities.
This prompt guides the AI in analyzing organizational values and priorities, ensuring the goals you set are well-aligned with the broader business direction.
This helps generate a goal that’s challenging and inspiring but grounded in what the team can realistically accomplish, making it easier for them to commit.
It prompts the AI to help build transparency, fostering accountability and making sure the team’s efforts are visible to key stakeholders.
This encourages leaders to establish systems for regular communication, helping the team stay engaged and aligned with their objectives.
This helps ensure that the overall goal is broken into manageable parts, making it easier for the team to take actionable steps toward success.
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Prompts for Mid-Year Check-In Conversations
PROMPT
WHY IT WORKS
Goal Progress & Priorities Act as a manager preparing for a mid-year check- in. Summarize this employee's progress toward their goals, highlight where they’ve exceeded expectations, and identify one or two priority areas for the second half of the year. Keep the tone supportive and forward-looking. Self-Reflection for Employees You’re an employee preparing for your mid-year conversation. Reflect on your biggest accomplishments so far this year, challenges you’ve faced, and what support you need from your manager to be successful going forward. Coaching & Growth As a manager, provide strengths-based feedback to an employee during their mid-year review. Focus on one leadership behavior they’ve demonstrated well and one growth area that would elevate their impact.
This prompt encourages a balanced view of achievements and areas for focus, helping the manager set clear direction while recognizing progress
It promotes ownership and self-awareness, giving employees a voice in shaping the conversation and their development.
It encourages specific, actionable coaching and aligns with development frameworks like strengths-based leadership or competency models.
Engagement & Motivation Generate a set of 3 open-ended questions a manager can ask to understand what motivates this employee, how engaged they feel, and what might increase their satisfaction in the second half of the year.
This prompt builds psychological safety and engagement, reinforcing that performance and well-being go hand-in-hand.
Career Development You are a manager having a mid-year
This prompt connects day-to-day work with longer- term aspirations, making the conversation more meaningful and future-oriented.
conversation focused on development. Ask the employee about their short- and long-term career interests, then co-create one developmental action for the next six months that supports their goals.
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Prompts for Year-End Review
PROMPT
WHY IT WORKS
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Tells Nadia the system + artifact (Workday self-eval) Forces dual lens (Performance + DRIVE) SBI request prevents vague “I’m a hard worker” language
Employee self-evaluation (WHAT + HOW) “I’m completing my Year-End self-evaluation in Workday. Write a concise self-eval that covers (1) Performance/What I delivered and (2) DRIVE Values/How I worked. Use Situation – Behavior – Impact (SBI) style specificity and keep it to ~180– 220 words. Here are my facts: [bullets].” Strengths section (values-forward) “Draft 3 short strengths statements for my year- end review that map to DRIVE values. For each, include one concrete example (SBI style). Use a confident but not braggy tone. Inputs: [bullets].”
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Creates value-labeled evidence , which calibrates better than adjectives Tone constraint avoids sounding inflated
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Turn messy notes into clean accomplishments
Converts “wall of context” into scannable outcomes “Impact → action → evidence” creates exec -ready credibility
“Here are my raw notes from the year. Convert them into 5 accomplishment bullets that are outcome-first (impact → what I did → evidence). Keep each bullet to one sentence: [paste notes].”
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Growth area / opportunity (future-focused, safe tone)
Keeps it improvement-oriented, not self-critical Produces an action , not just a weakness
“Help me write one development area for my year- end review that’s constructive and forward-looking (what I’ll do more of/less of/differently). Keep it to 2– 3 sentences and include a practical next step. Context: [role] and [key work].”
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Manager comment draft (balanced, Workday-ready)
Bakes in your org’s expectation: recognize + calibrate + develop
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SBI keeps it defensible and fair
“I’m writing year-end comments for my direct report. Draft a Workday-ready comment that recognizes strengths, references 1–2 specific outcomes, and names one ‘do more of’ opportunity. Tie to 2 DRIVE values and use SBI. Inputs: [bullets]. Length: ~120–160 words.”
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TALENT REVIEW
Prompts for Talent Assessment Preparation & Calibration
PROMPT
WHY IT WORKS
Talent Rating Justification You’re a manager preparing for a talent review. For each of your direct reports, summarize their performance and potential with specific examples. Identify what justifies their placement on the 9-box grid or rating scale. Assessing Retention Risk Act as a manager analyzing potential retention risk. For each employee, identify signs of disengagement, external pull factors, and internal push factors. Note any known career aspirations or development gaps that may influence their likelihood of leaving. Evaluating Criticality of Loss Prepare for a talent discussion by assessing the criticality of loss for your employees. Consider the unique skills, client relationships, institutional knowledge, or team impact each person brings. How hard would they be to replace, and what would the business impact be if they left? Calibration Readiness Summary You’re preparing for a calibration session. Draft a brief summary for each team member that includes current rating, recent achievements, retention risk (low/medium/high), and criticality of loss (low/medium/high), with rationale. Keep it concise, balanced, and fact-based. Identifying Hidden Talent & Flight Risks Reflect on your team and identify any high- potential employees who may be under- recognized, as well as any strong performers who might be quiet flight risks. What signals should you raise in the talent discussion to advocate for their development or retention?
This prompt encourages evidence-based reasoning and prepares managers to speak clearly about how ratings were assigned—key to fair and credible calibration sessions.
It helps managers think beyond tenure or gut feelings and consider environmental and motivational factors that impact retention risk.
This prompt forces managers to think through the ripple effects of attrition, helping prioritize retention and succession planning efforts.
This prompt supports productive, time-efficient calibration sessions and ensures managers arrive ready to defend their assessments clearly and fairly.
This prompt encourages a proactive stance on both risk mitigation and equitable talent visibility—especially useful in large matrixed organizations.
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Prompts for Succession Planning
PROMPT
WHY IT WORKS
Using Talent Cards to Evaluate Readiness Review existing talent cards to objectively evaluate my top 3 high-potential employees, focusing on their strengths, development areas, retention risk, and readiness for future roles.
This prompt encourages the use of standardized, validated data to assess top talent consistently. It supports fair comparison across teams and helps identify where to invest in development or succession planning.
Assess Promotion Readiness Based on recent performance reviews and feedback, who on my team shows the strongest indicators of readiness for promotion within the next 12 months, and what development gaps should I address?
It aligns performance with promotion readiness and identifies actionable gaps, enabling targeted development plans that accelerate advancement.
Identify Succession Gaps & Critical Roles Identify any critical roles on my team where we lack strong internal successors and suggest potential cross-functional talent we might consider.
This prompt shifts the focus from just internal pipelines to enterprise-wide talent visibility, helping to proactively close succession gaps.
Define Success in Critical Roles Analyze critical roles on my team and identify the key success factors—skills, behaviors, and experiences— that have led to high performance in these positions.
This prompt shifts the focus from individual retention risk to role-based clarity. Understanding what drives success in critical roles ensures more effective succession planning, targeted development, and better talent matches for future needs. Calibration ensures consistency and fairness in talent evaluation, surfaces overlooked talent, and helps prioritize development investments enterprise-wide.
Calibrate Talent Across Teams Create a calibration comparison of my team’s top talent against other leaders in the business unit, including performance, potential, and readiness ratings.
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Prompts for Manager-Employee Conversations
PROMPT
WHY IT WORKS
Define Organizational Priorities & DRIVE Values "Based on our company’s core values and current strategic priorities, help me identify three key areas where our team should focus to drive the most impact. How can we ensure that these areas align with our long-term vision?" Set Ambitious, Yet Achievable Goals "Based on our team's current strengths and capabilities, suggest an ambitious goal we could aim for within the next 6 months that challenges us but remains realistic. Ensure the goal is measurable and aligned with our department's key initiatives." Ensure Transparency & Accountability "Create a system for tracking our team's progress toward this ambitious goal. What specific metrics should we measure regularly, and how can we ensure full transparency with our stakeholders about progress and setbacks?" Schedule Frequent Check-Ins & Discussion "What are some effective ways to create a regular, open dialogue around our team’s progress on this goal? How can we incorporate frequent discussions to keep everyone aligned and adjust our approach as needed?" Make the Goal Specific & Actionable "Help me break down our main goal into 3-4 specific, actionable objectives that can be achieved over the next quarter. Each objective should be clear, measurable, and directly aligned with the organization's values and priorities."
This prompt guides the AI in analyzing organizational values and priorities, ensuring the goals you set are well-aligned with the broader business direction.
This helps generate a goal that’s challenging and inspiring but grounded in what the team can realistically accomplish, making it easier for them to commit.
It prompts the AI to help build transparency, fostering accountability and making sure the team’s efforts are visible to key stakeholders.
This encourages leaders to establish systems for regular communication, helping the team stay engaged and aligned with their objectives.
This helps ensure that the overall goal is broken into manageable parts, making it easier for the team to take actionable steps toward success.
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Platform, Data Roles & Terms of Use
Platform & Data Roles Cushman & Wakefield (“C&W”) provides access to Nadia using technology operated by Valence. C&W acts as the controller of personal data processed through Nadia, as described in the [Nadia Global Worker Notice]. Data Processing & Responsibilities Valence processes Nadia data only on C&W’s instructions. Valence may act as an independent controller for limited operational data (such as billing or platform support metadata), as outlined in the Valence Privacy Policy, but not for Nadia prompts, outputs, or usage logs. Terms of Use Reference Use of Nadia is subject to the [Terms of Use], which explain acceptable use, user responsibilities, and service limitations.
CONTACT THE GLOBAL LEARNING COE TEAM FOR ADDITIONAL SUPPORT
JOSHUA ROBERTS L&D Program Manager joshua.roberts@cushwake.com
ABOUT CUSHMAN & WAKEFIELD Cushman & Wakefield(NYSE: CWK) is a leading global commercial real estate services firm for property owners and occupiers with approximately 52,000 employees in nearly 400 offices and 60 countries. In 2023, the firm reported revenue of $9.5 billion across its core services of property, facilities and project management, leasing, capital markets, and valuation and other services. It also receives numerous industry and business accolades for its award-winning culture and commitment to Diversity, Equity and Inclusion (DEI), sustainability and more. For additional information, visit www.cushmanwakefield.com.
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