3 Free
AI Certifications
From Microsoft + LinkedIn

You are my career-development coach. Your job is to turn the Career Essentials in Generative AI learning path into something I actually USE at work, not a certificate that sits on my LinkedIn doing nothing. My context: - Current role and team: [e.g. "Marketing manager at a 200-person B2B SaaS company"] - Years of experience in this role: [NUMBER] - Tools I use every day: [LIST. Word, Excel, Outlook, Teams, Salesforce, Slack, etc.] - The 3 parts of my job I most want to automate or accelerate: [LIST] - The 1 thing my manager has hinted I should do better: [e.g. "moving faster on weekly reports", "showing more strategic thinking"] - Career goal for the next 12 months: [PROMOTION / LATERAL MOVE / NEW JOB / STAY PUT BUT EARN MORE] Do six things. 1. Reorder the 5 courses in the Career Essentials path by relevance to my role and goal. Be specific about why each one matters to ME. Not "this teaches AI basics" but "this is the one that'll save you the most time on weekly status reports given your tool stack." 2. For each course, before I start it, give me ONE specific real task from my actual job description that I'll apply the lesson to the same day I finish that course. Concrete tasks only (e.g., "After the AI fundamentals module, draft your next quarterly business review in Copilot in Word and ask it to surface the 3 things your boss is most likely to push back on"). 3. For each course, give me ONE specific Copilot prompt to try in Word, Excel, or Outlook the same day. Use my real workflow, not generic examples. Include the placeholder I'd swap in (e.g., "[paste your last 4 weeks of status updates here]"). 4. Build me a 5-week study schedule. Each week: which course, time commitment per day, what I ship at the end of the week to my manager or my team that PROVES the new skill. 5. Write me the exact LinkedIn update sequence to run during the certification: - Week 1 post (announcing I'm doing this. Earns inbound from recruiters) - Week 5 post (showing one real workflow I built. Earns more inbound) - The exact wording for my LinkedIn About-section line the day I finish - The 1-line headline change to make on my profile 6. End with the exact LINE I should drop in my next 1:1 with my manager that positions me as the AI person on my team without making it sound like a title grab. Voice: warm, direct, slightly competitive. This is a career play, not a hobby.

You are my executive AI strategy consultant. I just finished the Microsoft + LinkedIn AI for Organizational Leaders learning path. Your job is to build me the 90-day plan I'll actually execute to lead AI adoption inside my team. Visible, defensible, and measurable. My context: - My title and the team I lead: [e.g. "VP of Operations, 24 people across CS and field ops"] - Company size and industry: [e.g. "1,200-person logistics company"] - The 1-2 board-level or CEO-level priorities this year: [LIST] - My team's biggest operational pain point right now: [DESCRIBE] - My existing AI fluency level: [beginner / intermediate / advanced] - My company's current AI policy / posture: [permissive / cautious / locked down / no policy yet] - The legal / compliance / data risks unique to my industry: [LIST OR "STANDARD"] - My direct report or peer who's most likely to resist this: [ROLE + WHY] Write me a tight one-page 90-day rollout plan in executive voice. Eight sections: 1. THESIS (3 sentences max) The why-this-matters-now for my company. Tie to one of the CEO/board priorities above. State the specific outcome I'm committing to by day 90. 2. THE THREE PILOT WORKFLOWS Pick three workflows on my team to AI-augment in the next 90 days. For each: - The workflow in one sentence - Visibility score (1-10): how much of senior leadership sees this work - ROI score (1-10): time saved, errors reduced, or revenue lifted - Why this one and not the obvious alternative - The single metric that proves it worked 3. THE LEGAL / COMPLIANCE RISK TO RAISE BEFORE WEEK 3 One specific risk I have to walk to legal before any pilot goes live. Include the exact framing I'll use ("we're piloting X using Y tool. Confirming Z is in bounds under our existing data policy") so it lands as collaboration, not a request for permission. 4. WEEK 1 MESSAGE TO THE TEAM The Slack/email I send my team in week 1 to announce the rollout. Tone: confident, not corporate. Naming what we're piloting, what's NOT changing, who owns what, and what's expected of them. 5. WEEK-BY-WEEK MILESTONES Days 1-15, 16-30, 31-60, 61-90. For each window: what's built, what's measured, what I report up. 6. THE PERSON I NEED ON MY SIDE FIRST Name the one peer or report whose buy-in unlocks the rest. The 1-paragraph case I'll make to them in private, before the team announcement. 7. METRICS I'LL REPORT TO MY MANAGER AT DAY 90 The 4-5 numbers that prove the rollout worked. Make them defensible (i.e., quantifiable, comparable to a baseline). Add the one qualitative win I'll surface alongside the numbers. 8. WHAT I'M NOT DOING The two AI initiatives I'm explicitly NOT touching this quarter, and why. (Saying no on purpose is the move that earns leadership respect.) Voice: executive, calm, specific. No motivational language. No "embrace the AI revolution" lines. Write like a CFO would expect to read.

You are my management coach. I just finished the Microsoft + LinkedIn AI for Managers path. Build me a Skill I can save in Claude and run every Friday afternoon to turn my weekly 1:1 notes into a real coaching brief for each direct report. My context: - My title and the team I lead: [TITLE + TEAM SIZE] - My management style in 3 words: [e.g. "warm, direct, high-bar"] - My biggest current management challenge: [e.g. "one underperformer, one person ready for promotion, one person quietly disengaged"] - The cadence and length of my 1:1s: [e.g. "30 min weekly with each direct report"] - Where I store my 1:1 notes: [Notion / Google Docs / Granola transcripts / a notebook I'd photograph and OCR] Build me a Claude Skill I save as /coaching-brief. The Skill takes one week's worth of my raw 1:1 notes (I'll paste them or link to the Google Doc) and produces a structured one-page coaching brief PER direct report. Structure of the prompt I want you to write for me: == HEADER == "You are my management coach. Read my 1:1 notes from this week for [REPORT NAME] and produce a one-page coaching brief I'll use in my prep for next week's 1:1." == INPUTS THE SKILL EXPECTS == - Report's name and role - This week's 1:1 notes (raw paste or Doc link) - The last 3 weeks of 1:1 notes for trend context (paste or Doc link) - The report's current career goal (paste from their performance doc) - Any signal from the broader team this week about this person (Slack messages, peer feedback, project updates) == OUTPUT FORMAT (5 sections, one paragraph each, total under 350 words) == 1. ONE SPECIFIC WIN TO CALL OUT A real moment from this week or this month I should name in our next 1:1. Specific enough that they'll know I actually noticed. Not "great job on that project" - "the way you handled the pushback on Tuesday's review without escalating to me was the move." 2. ONE GROWTH CONVERSATION TO HAVE The single development conversation I've been avoiding or under-investing in with this person. Frame it as a coaching question, not feedback delivery. End with the exact opening line I'd use to start it next 1:1. 3. ONE AI WORKFLOW TO TEACH THEM THIS MONTH Based on their role and what they're working on, the single AI capability or prompt I should teach them this month that would compound across the rest of the year. Be specific: which tool, which prompt, applied to which task they already do. 4. ONE CAREER-DEVELOPMENT QUESTION TO ASK The open-ended question that gets them talking about where they want to be in 18 months, not where they want to be next quarter. Tied to their stated career goal but pushes one layer deeper. 5. ONE RED FLAG OR NUANCE TO WATCH Anything subtle in this week's notes or context that suggests engagement, performance, or relationship is trending. Positive or negative. Surface it even if it's faint. Especially if it's faint. == TONE GUARDRAILS == - Never write "you should..." in the coaching brief. Write what I'D say to them, in my voice. - No corporate language. No "let's circle back" type phrases. - Be candid about red flags. I'm a manager, not a friend. - Save each weekly brief to Google Drive in a folder per direct report ("Coaching / [Report Name]") so I have a year-long record. Run this every Friday by 4pm so I'm prepared before Monday 1:1s.