Observe the world
Saying it well: explaining and negotiating are live performances
These are not scored right or wrong — they are scored on how you actually said it, dimension by dimension, with your own words quoted back as evidence. The model plays the person listening to you: a layperson, a decision maker, a new colleague, a recruiter, your manager.
These prompts only exist in 简体中文 for now.
How to use this
It plays the person on the other side of the conversation. Each drill fixes what that person knows, does not know and cares about, and the pressure comes from staying in character. One rule sets this series apart: it may not put words in your mouth. When you stall, grope for a word or restart a sentence, it waits. Finish your sentence for you and the session is wasted.
Two kinds of ending here — do not mix them up
- The explaining drills end with a rubric. It is public and worth reading first: knowing which dimensions you are scored on gives nothing away.
- The negotiating drills end with a hidden brief: the other side's budget, which levers actually move, when they give ground. Do not read it first — once you have, there is nothing left to practise.
Where the negotiation drills stop
No predicting outcomes (it will never tell you "say it this way and you will get X"), no deciding for you (whether to accept, whether to leave — not a word), no judging the other party, and no legal or contract advice. It does exactly one thing: shows you what you said, what you left out, and the exact line where you gave ground.
How to start
- Pick one, open it, copy the prompt.
- Paste it into a fresh, empty chat and wait for its first question.
- Say it out loud if you can. These drill live performance, and rehearsing in your head is a different skill from opening your mouth.
Four commands you can call out any time
跳过Move on to the next scene换个说法Say that last bit another way暂停Step out of character for one meta question复盘Jump straight to the scoring card
Three traps
- Do not let it write your lines. Cut it off when it starts handing you a full sentence — words it wrote for you are words you still cannot say next time.
- Unlike knowledge drills, these are never "done". Repeat the same one with a different subject or a different counterpart each time.
- The moment it praises you, point it back at the "do not praise me" rule. This series scores performance, not mood.
Start with the teach-back one: it needs no setup and drills the most basic thing there is. After that pick by what is in front of you — pitching for resources, onboarding someone, interviewing, or asking for a raise.