Yes, it’s a clickbait headline. Hate the game, not the player. But I’m serious—this works.

If you’re a manager, scan your life right now. What’s causing the most friction? Probably something like:

  • Giving real feedback to your boss, peers, or direct reports
  • Reviewing and improving someone’s work product
  • Coaching someone’s interpersonal behavior
  • Managing rising complexity
  • Finding time to think strategically

Here’s the trick that clears the logjam:

Sit with the person, upload their work product into an LLM, and review the AI’s feedback together.

Do it live. On-screen or in person. This one shift unlocks feedback, builds trust, and reclaims energy. It makes points #1–#3 easier and more effective, which gives you time back to tackle points #4 and #5.

Let’s break it down.

How to Use an LLM to Review Work Product Together

Managers avoid honest feedback because it’s uncomfortable.

  • “He’s my boss—how do I tell him his emails confuse the team?”
  • “Max gets defensive if I critique his work.”
  • “Marketing’s output is weak, but they don’t report to me.”

Here’s what to do:

  1. Sit with them live—either in person or via screen share.
  2. Upload the work (deck, memo, code—whatever) into your LLM of choice.
  3. Ask the LLM for constructive feedback.
  4. Review its insights together, live.

Why this works:

  • It’s not you giving the feedback—it’s “the AI.” That creates psychological distance and reduces defensiveness.
  • LLMs are sharp. They’ll catch things you missed and elevate the quality of your critique.
  • You can clarify, debate, and co-interpret the AI’s feedback in real-time.
  • The person gets immediate coaching, reinforcement, and clarity on what to improve next.

Important: Don’t just send them the AI’s feedback via email. That’s lazy and ineffective. The value comes from doing it live, together. If I have to explain why, maybe you’re not ready to manage people.

What About Interpersonal Feedback? Record and Review.

Work product is easy—what about behavior? Interpersonal stuff? You can do that too. But first, you need to do something bold: record interactions.

Yes, record them. Audio or video. With consent. We record Zoom calls all the time—this is no different.

Think like a pro athlete. They film every game and practice to get better. Same with you and your team.

Once recorded, repeat the process:

  1. Upload the clip to the LLM.
  2. Ask for feedback—on the meeting, on communication dynamics, on how “Bruce” might improve.
  3. Review and discuss the insights together.


It’s powerful. The AI highlights what actually happened, not just your opinion of it. The feedback becomes less personal, more actionable.

You can even analyze yourself. Ask the LLM:

  • “How did I come across here?”
  • “Where could I have listened better?”
  • “What team dynamics were at play?”

It’s not about judgment. It’s about shared growth. Objectivity. And better behavior next time.

The 30% Lift

This trick sounds simple because it is. But if you commit to it, here’s what happens:

  • You stop dreading feedback conversations.
  • People take your coaching more seriously.
  • Your team’s work improves—faster.
  • You reclaim energy and time for higher-leverage thinking.
  • You grow your influence without burning out.

You don’t need another tool. You don’t need another training. You need to start using what you already have—LLMs—with your team. Not in isolation. Not behind their back. Together.

Try it this week. Then try it again next week. You’ll start to feel the shift—more clarity, less drain. And you’ll wonder why you didn’t start sooner.