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Read SKILL.md from the extracted folder and install it by following the included instructions. Then review README.md for any prerequisites, environment setup, or post-install checks. Tell me what you changed and call out any manual steps you could not complete." }, { "label": "Upgrade existing", "body": "I downloaded an updated skill package from Yavira. Read SKILL.md from the extracted folder, compare it with my current installation, and upgrade it while preserving any custom configuration unless the package docs explicitly say otherwise. Then review README.md for any prerequisites, environment setup, or post-install checks. Summarize what changed and any follow-up checks I should run." } ] }, "documentation": { "source": "clawhub", "primaryDoc": "SKILL.md", "sections": [ { "title": "Executive Coaching & Leadership Development Engine", "body": "Complete methodology for coaching leaders at every level — from first-time managers to C-suite executives. Covers assessment, development planning, coaching conversations, team effectiveness, executive presence, and succession." }, { "title": "Quick Leadership Health Check (/8)", "body": "Score each dimension 0-2 (0=weak, 1=developing, 2=strong):\n\nDimensionScoreEvidenceStrategic clarityCan articulate 3-year vision in 30 seconds?Decision velocityMakes decisions within appropriate timeframes?Team developmentDirect reports growing and being promoted?Communication impactMessages understood and acted on first time?Self-awarenessKnows blind spots and actively manages them?Results deliveryConsistently hits or exceeds targets?Stakeholder trustHas advocates across the organization?Energy managementSustainable pace, not burning out?\n\nScore interpretation:\n\n14-16: High-performing leader — focus on mastery and legacy\n10-13: Solid foundation — targeted development on 2-3 areas\n6-9: Development needed — structured coaching engagement\n0-5: Critical — intensive support required" }, { "title": "Leadership Assessment Brief", "body": "leader_profile:\n name: \"\"\n role: \"\"\n level: \"\" # IC → Manager → Director → VP → C-Suite\n tenure_in_role: \"\"\n direct_reports: 0\n org_size: 0 # total people in their org\n \ncontext:\n company_stage: \"\" # startup/growth/mature/turnaround\n industry: \"\"\n current_challenges: []\n recent_changes: [] # reorg, new boss, M&A, layoffs\n \nassessment:\n strengths: # things they do well consistently\n - strength: \"\"\n evidence: \"\"\n development_areas: # things limiting their impact\n - area: \"\"\n impact: \"\" # how this shows up day-to-day\n root_cause: \"\" # underlying driver\n derailers: # behaviors that could end their career\n - behavior: \"\"\n trigger: \"\" # when it shows up\n risk_level: \"\" # low/medium/high/critical\n \nleadership_style:\n primary: \"\" # visionary/coaching/affiliative/democratic/pacesetting/commanding\n secondary: \"\"\n overused: \"\" # style used too much\n underused: \"\" # style needed but avoided\n \nstakeholder_perception:\n boss_view: \"\"\n peer_view: \"\"\n direct_report_view: \"\"\n cross_functional_view: \"\"" }, { "title": "Level-Appropriate Focus Areas", "body": "LevelPrimary FocusSecondary FocusTrap to AvoidNew ManagerDelegation, feedback, 1:1sTeam norms, hiringDoing IC work instead of managingSenior ManagerStrategy, cross-team influenceTalent development, metricsMicromanaging experienced reportsDirectorOrg design, executive communicationPolitical navigation, budgetGetting pulled into executionVPVision, culture, board interactionM&A, P&L ownershipTrying to manage every teamC-SuiteEnterprise strategy, external presenceBoard management, successionIsolation, echo chamber" }, { "title": "360° Feedback Survey Design", "body": "Rater selection rules:\n\nManager: 1 (mandatory)\nPeers: 3-5 (cross-functional preferred)\nDirect reports: All if <8, random sample of 5-8 if larger\nSkip-levels: 2-3 (optional but revealing)\nExternal stakeholders: 1-2 (clients, board members, partners)\nSelf-assessment: Always include\n\nCore competency questions (rate 1-5 + open comment):\n\nstrategic_thinking:\n - \"Sets clear direction that aligns with business strategy\"\n - \"Anticipates market/competitive changes and adapts\"\n - \"Makes sound decisions with incomplete information\"\n - \"Balances short-term execution with long-term vision\"\n\npeople_leadership:\n - \"Creates an environment where people do their best work\"\n - \"Develops talent — direct reports grow under their leadership\"\n - \"Gives honest, actionable feedback regularly\"\n - \"Builds diverse, high-performing teams\"\n - \"Handles conflict directly and constructively\"\n\nexecution:\n - \"Delivers results consistently\"\n - \"Sets clear priorities and says no to distractions\"\n - \"Removes obstacles for their team\"\n - \"Holds people accountable without micromanaging\"\n\ncommunication:\n - \"Communicates clearly — messages are understood first time\"\n - \"Listens genuinely — people feel heard\"\n - \"Adapts communication style to the audience\"\n - \"Handles difficult conversations with courage and empathy\"\n\ninfluence:\n - \"Builds strong relationships across the organization\"\n - \"Persuades through logic and empathy, not authority\"\n - \"Navigates organizational politics effectively\"\n - \"Represents their team's interests to leadership\"\n\nself_leadership:\n - \"Shows self-awareness about strengths and limitations\"\n - \"Remains calm and composed under pressure\"\n - \"Admits mistakes and learns from them\"\n - \"Models the behaviors they expect from others\"\n\nOpen-ended questions (mandatory):\n\n\"What should this leader START doing?\"\n\"What should this leader STOP doing?\"\n\"What should this leader CONTINUE doing?\"\n\"What is their greatest strength as a leader?\"\n\"What one thing, if changed, would make the biggest difference?\"" }, { "title": "360° Feedback Debrief Framework", "body": "debrief_structure:\n duration: \"90 minutes\"\n \n steps:\n 1_self_assessment_first:\n - \"Before showing results, ask: How do you think people perceive you?\"\n - \"Note gaps between self-perception and data\"\n \n 2_strengths_anchor:\n - \"Start with highest-rated competencies\"\n - \"Connect strengths to business impact\"\n - \"Ask: How do you leverage these intentionally?\"\n \n 3_blind_spots:\n - \"Areas where self-rating >> others' ratings\"\n - \"Present data without judgment\"\n - \"Ask: What might explain this gap?\"\n \n 4_hidden_strengths:\n - \"Areas where others' ratings >> self-rating\"\n - \"Often the most powerful discovery\"\n - \"Ask: Why do you undervalue this?\"\n \n 5_development_themes:\n - \"Cluster lowest ratings into 2-3 themes\"\n - \"Connect to business impact, not just behavior\"\n - \"Ask: Which of these, if improved, would have the biggest impact?\"\n \n 6_commitment:\n - \"Select 1-2 focus areas maximum\"\n - \"Define specific behavioral changes\"\n - \"Identify accountability structure\"\n\n rules:\n - \"Never reveal individual rater responses\"\n - \"Present themes, not outliers\"\n - \"Let the leader draw conclusions before offering interpretation\"\n - \"Normalize emotional reactions — frustration, defensiveness, sadness are all normal\"\n - \"End with forward-looking energy, not backward-looking analysis\"" }, { "title": "Engagement Structure", "body": "coaching_engagement:\n type: \"\" # developmental/performance/transition/onboarding/derailment\n duration: \"\" # typically 6-12 months\n frequency: \"\" # biweekly is standard, weekly for intensive\n session_length: \"60 minutes\" # 90 for first session\n \n goals: # max 3\n - goal: \"\"\n success_metric: \"\" # how we'll know it's working\n business_impact: \"\" # why this matters to the org\n timeline: \"\"\n \n stakeholders:\n sponsor: \"\" # usually the leader's boss\n hr_partner: \"\"\n check_in_cadence: \"\" # monthly/quarterly with sponsor\n \n boundaries:\n confidential: \"Content of sessions is confidential\"\n exceptions: \"Safety concerns, ethics violations, or legal issues\"\n sponsor_updates: \"Themes and progress only, not specifics\"\n \n success_criteria:\n leading_indicators: [] # behavioral changes visible in 30-60 days\n lagging_indicators: [] # business results visible in 90-180 days\n 360_remeasure: \"At 6 months — expecting 0.5+ point improvement on focus areas\"" }, { "title": "Engagement Type Decision Matrix", "body": "TypeDurationTriggerFocusIntensityDevelopmental6-12 moHigh-potential investmentGrow to next levelBiweeklyPerformance3-6 moPerformance gapClose specific gapsWeekly→BiweeklyTransition3-6 moNew role/companyAccelerate rampWeekly first 90 daysOnboarding3 moExecutive hireCultural integrationWeeklyDerailment3-6 moCareer-threatening behaviorBehavioral changeWeekly + stakeholder" }, { "title": "Session Structure (60 minutes)", "body": "session_flow:\n check_in: # 5 min\n - \"How are you arriving today? (energy/mindset)\"\n - \"What happened with your commitments from last session?\"\n - \"Score: Did you do what you said? (1-10)\"\n \n agenda_setting: # 5 min\n - \"What's most important for us to focus on today?\"\n - \"What would make this hour valuable?\"\n - \"If we could only solve one thing, what would it be?\"\n \n exploration: # 30 min\n - \"Deep dive into the topic\"\n - \"Use coaching models (GROW, CLEAR, etc.)\"\n - \"Challenge assumptions, reframe, explore options\"\n \n action_planning: # 15 min\n - \"What will you do differently?\"\n - \"What's the first step? By when?\"\n - \"What might get in the way?\"\n - \"Who else needs to be involved?\"\n - \"How will you know it's working?\"\n \n reflection: # 5 min\n - \"What was most useful about today's conversation?\"\n - \"What are you taking away?\"\n - \"Anything we need to revisit next time?\"" }, { "title": "The GROW Model (Core Coaching Framework)", "body": "G — Goal: \"What do you want to achieve?\"\n - \"What does success look like specifically?\"\n - \"How will you know when you've reached it?\"\n - \"What's the timeline?\"\n - \"Is this within your control?\"\n\nR — Reality: \"What's happening now?\"\n - \"What have you already tried?\"\n - \"What's working? What isn't?\"\n - \"On a scale of 1-10, where are you now?\"\n - \"What are you not seeing?\"\n - \"What would your team say about this?\"\n\nO — Options: \"What could you do?\"\n - \"What are all the possible approaches?\"\n - \"What would you do if resources were unlimited?\"\n - \"What would [someone you admire] do?\"\n - \"What's the opposite of what you'd normally do?\"\n - \"What have you seen work in similar situations?\"\n - \"What if you did nothing?\"\n\nW — Will: \"What will you do?\"\n - \"Which option resonates most?\"\n - \"On a scale of 1-10, how committed are you?\"\n - \"If less than 8, what would make it an 8?\"\n - \"What's the very first action?\"\n - \"When will you do it?\"\n - \"What support do you need?\"" }, { "title": "50 Powerful Coaching Questions by Category", "body": "Self-awareness:\n\n\"What do people experience when they interact with you?\"\n\"What story are you telling yourself about this?\"\n\"What would your harshest critic say? What truth is in that?\"\n\"When are you at your absolute best? What's present?\"\n\"What are you pretending not to know?\"\n\"What pattern do you keep repeating?\"\n\"What would the version of you that's already solved this say?\"\n\nDecision-making:\n8. \"What would you advise someone else in this situation?\"\n9. \"What's the cost of not deciding?\"\n10. \"What's the worst case? Can you live with that?\"\n11. \"What decision are you avoiding?\"\n12. \"If you had to decide in 5 minutes, what would you choose?\"\n13. \"What does your gut say? Why aren't you trusting it?\"\n\nCourage & action:\n14. \"What are you afraid will happen?\"\n15. \"What conversation are you avoiding?\"\n16. \"What would you do if you weren't afraid?\"\n17. \"What's the smallest experiment you could run?\"\n18. \"What's the 80% solution you could ship today?\"\n19. \"What will you regret NOT doing?\"\n\nTeam & relationships:\n20. \"What does your team need from you that they're not getting?\"\n21. \"Who on your team is struggling and you're avoiding the conversation?\"\n22. \"What would your direct reports say behind your back?\"\n23. \"Where are you rescuing instead of developing?\"\n24. \"What relationship, if repaired, would unlock the most progress?\"\n25. \"Who do you need in your corner that isn't there yet?\"\n\nStrategic thinking:\n26. \"What's the one thing that, if you got right, would make everything else easier?\"\n27. \"What should you stop doing that you're holding onto?\"\n28. \"Where are you optimizing for the wrong metric?\"\n29. \"What's your theory of the case?\"\n30. \"What are you assuming that might not be true?\"\n\nEnergy & sustainability:\n31. \"What's draining your energy that you could eliminate?\"\n32. \"Where are you saying yes when you mean no?\"\n33. \"What would it take to operate at 80% effort sustainably?\"\n34. \"When did you last do nothing? How did that feel?\"\n35. \"What fills you up that you've deprioritized?\"\n\nGrowth & learning:\n36. \"What failure taught you the most?\"\n37. \"What feedback are you dismissing that might be true?\"\n38. \"What skill, if developed, would change your trajectory?\"\n39. \"Where is your ego getting in the way?\"\n40. \"What do you know now that you wish you knew a year ago?\"\n\nVision & purpose:\n41. \"Why does this role matter to you beyond the paycheck?\"\n42. \"What legacy do you want to leave in this organization?\"\n43. \"What would make you proud when you look back in 5 years?\"\n44. \"What's the work only you can do?\"\n45. \"What impact are you uniquely positioned to have?\"\n\nReframing:\n46. \"What if this problem is actually an opportunity?\"\n47. \"What would this look like if it were easy?\"\n48. \"What are you making this mean that it doesn't have to mean?\"\n49. \"Who else has navigated this successfully? What can you learn?\"\n50. \"What's the upside of this difficult situation?\"" }, { "title": "Advanced Coaching Techniques", "body": "Challenging with care:\n\nMirror: \"I notice you said X but your energy dropped. What's underneath that?\"\nDirect: \"I'm going to be blunt. The data says Y. How do you see it?\"\nMeta: \"We've discussed this topic three sessions in a row. What's keeping you stuck?\"\nHypothesis: \"I have a theory. Can I share it? [wait for permission]\"\n\nWorking with resistance:\n\nName it: \"I sense some resistance. What's that about?\"\nValidate it: \"It makes sense you'd feel that way given...\"\nExplore it: \"What's the resistance protecting you from?\"\nLeverage it: \"What would have to be true for you to move forward despite this?\"\n\nSilence as a tool:\n\nAfter a powerful question: wait at least 10 seconds\nWhen they say \"I don't know\": say nothing — they usually do know\nAfter an emotional moment: let it breathe\nWhen they're processing: resist the urge to fill space\n\nSomatic awareness:\n\n\"Where do you feel that in your body?\"\n\"What just shifted when you said that?\"\n\"Your voice changed when you mentioned X. What's happening?\"\n\"Take a breath. What comes up?\"" }, { "title": "Development Plan Template", "body": "leadership_development_plan:\n leader: \"\"\n date: \"\"\n review_date: \"\" # 90 days out\n \n vision:\n next_role: \"\" # where they're heading\n timeline: \"\" # realistic horizon\n gap_to_next_level: \"\" # biggest gap between now and next level\n \n focus_areas: # max 2-3\n - area: \"\"\n current_state: \"\" # specific behaviors today\n target_state: \"\" # specific behaviors in 6 months\n why_it_matters: \"\" # business impact\n \n development_actions:\n learn: # 10% — knowledge acquisition\n - action: \"\"\n resource: \"\" # book, course, podcast\n by_when: \"\"\n \n practice: # 70% — on-the-job application\n - action: \"\" # specific situation to practice in\n frequency: \"\" # daily/weekly\n success_look: \"\" # what good looks like\n \n connect: # 20% — feedback and relationships\n - action: \"\" # mentor, feedback partner, peer group\n who: \"\"\n cadence: \"\"\n \n progress_indicators:\n 30_day: \"\" # leading indicator\n 60_day: \"\" # early results\n 90_day: \"\" # measurable outcome\n \n support_needed:\n from_manager: []\n from_hr: []\n from_coach: []\n stretch_assignments: []\n \n review_schedule:\n - date: \"\" # 30-day\n focus: \"Are actions being taken? Early signals?\"\n - date: \"\" # 60-day\n focus: \"Behavioral changes visible? Adjust plan?\"\n - date: \"\" # 90-day\n focus: \"Results materializing? Set next phase?\"" }, { "title": "70-20-10 Development Action Library", "body": "70% On-the-job (Experience):\n\nLead a cross-functional initiative outside comfort zone\nPresent to a more senior audience (board, exec team, all-hands)\nTake on a turnaround project (fix something broken)\nManage a crisis or urgent situation end-to-end\nHire and onboard a senior leader\nDeliver difficult feedback to a peer or senior stakeholder\nRun a strategy offsite\nNegotiate a significant deal or vendor contract\nManage a budget 2x your current scope\nRepresent the company externally (conference, customer, press)\n\n20% Relationships (Exposure):\n\nShadow a C-suite executive for a week\nFind a mentor outside your function/industry\nJoin a peer learning group (YPO, EO, or internal cohort)\nReverse mentor a junior employee\nGet a \"truth-teller\" — someone who gives unfiltered feedback\nBuild 3 new cross-functional relationships this quarter\nSeek 360° feedback from 5 stakeholders informally\nAttend a board meeting as an observer\n\n10% Formal Learning (Education):\n\nExecutive education program (2-5 days)\nLeadership assessment tool (Hogan, StrengthsFinder, DISC, MBTI)\nRead 2 leadership books per quarter\nComplete an online leadership course\nAttend an industry leadership conference\nTake a course in an adjacent skill (finance for non-finance, tech for non-tech)" }, { "title": "Executive Presence Framework (4 Pillars)", "body": "executive_presence:\n gravitas: # 67% of EP — the most important\n components:\n - confidence: \"Projects calm certainty without arrogance\"\n - decisiveness: \"Makes calls and owns them\"\n - composure: \"Stays steady under pressure\"\n - vision: \"Connects today's work to tomorrow's destination\"\n - authenticity: \"Consistent in public and private\"\n \n development:\n - \"Practice the 3-second pause before responding\"\n - \"Prepare your 'point of view' on every topic before meetings\"\n - \"Use 'I believe...' and 'My recommendation is...' not 'I think maybe...'\"\n - \"When challenged, acknowledge the point, then restate your position\"\n - \"Own mistakes immediately: 'That was my call. Here's what I learned.'\"\n \n communication: # 28% of EP\n components:\n - clarity: \"Simple, jargon-free, structured\"\n - storytelling: \"Uses narrative to make data memorable\"\n - listening: \"Makes others feel genuinely heard\"\n - adaptation: \"Adjusts style for board vs team vs 1:1\"\n - brevity: \"Says more with fewer words\"\n \n development:\n - \"Structure every message: Point → Evidence → Implication → Action\"\n - \"Practice the 'one headline' test — can you say it in one sentence?\"\n - \"Record yourself presenting — watch once a month\"\n - \"Ask 2 questions for every 1 statement in meetings\"\n - \"Use silence intentionally — pause 3 seconds after key points\"\n \n appearance: # 5% of EP — least important but still matters\n components:\n - dress: \"Appropriate for context, slightly above the room\"\n - energy: \"Projects vitality and engagement\"\n - body_language: \"Open posture, appropriate eye contact\"\n - environment: \"Organized space, professional virtual setup\"\n \n development:\n - \"Match dress code to the audience, not your team\"\n - \"Stand or use a standing desk for important calls\"\n - \"Eliminate filler words (um, like, you know)\"\n - \"Video calls: camera at eye level, good lighting, clean background\"" }, { "title": "Situation-Specific Presence Guides", "body": "Board presentations:\n\nLead with the ask or recommendation — boards hate buried leads\n3 slides max for a 30-min slot\nAnticipate the 5 hardest questions and prepare answers\nUse \"We\" for team achievements, \"I\" for decisions and accountability\nEnd with: \"Here's what I need from you\"\n\nCrisis communication:\n\nSpeed > perfection — communicate within 2 hours even with incomplete info\nStructure: \"Here's what we know. Here's what we're doing. Here's when we'll update you.\"\nTake ownership: \"I take responsibility for...\"\nNever say \"no comment\" — say \"I'll have more information by [time]\"\nFollow up when promised — credibility is rebuilt in the follow-through\n\nDifficult conversations:\n\nName the elephant: \"This is a hard conversation. I want to have it because I respect you.\"\nSBI model: Situation → Behavior → Impact (not character)\nAsk their perspective before prescribing\nEnd with explicit commitment: \"What are we agreeing to?\"\nFollow up within 48 hours" }, { "title": "Team Health Assessment (Lencioni + Google's Project Aristotle)", "body": "team_assessment:\n psychological_safety: # \"Can I take risks without feeling insecure?\"\n score: 0 # 1-10\n signals:\n healthy: [\"People admit mistakes\", \"Questions are welcomed\", \"Dissent is voiced\"]\n unhealthy: [\"Silence in meetings\", \"Blame culture\", \"CYA behavior\"]\n actions:\n - \"Leader models vulnerability: 'I was wrong about...' / 'I don't know'\"\n - \"Explicitly reward risk-taking, even when it fails\"\n - \"Ask the quietest person in the room: 'What are we missing?'\"\n \n trust: # \"Do I believe my teammates have my back?\"\n score: 0\n signals:\n healthy: [\"Candid feedback\", \"Asking for help\", \"Giving benefit of doubt\"]\n unhealthy: [\"Political maneuvering\", \"Back-channel conversations\", \"Guarded language\"]\n actions:\n - \"Personal histories exercise: 5-min vulnerability sharing in team meeting\"\n - \"Replace 'Why did you...' with 'Help me understand...'\"\n - \"Create shared experiences outside work context\"\n \n healthy_conflict: # \"Do we debate ideas openly?\"\n score: 0\n signals:\n healthy: [\"Passionate debate about ideas\", \"Quick resolution\", \"No lingering resentment\"]\n unhealthy: [\"Artificial harmony\", \"Passive-aggressive\", \"Decisions reopened privately\"]\n actions:\n - \"Assign devil's advocate role in meetings\"\n - \"Mining for conflict: 'We agreed too fast. What are we not considering?'\"\n - \"Norm: 'Disagree and commit' — debate fully, then align\"\n \n commitment: # \"Do we align on decisions and priorities?\"\n score: 0\n signals:\n healthy: [\"Clear priorities\", \"Fast decisions\", \"Unified external message\"]\n unhealthy: [\"Ambiguity about direction\", \"Revisiting decisions\", \"Hedging\"]\n actions:\n - \"End every meeting with: 'What did we decide? Who owns what? By when?'\"\n - \"Cascading communication: within 24 hours, everyone tells their teams\"\n - \"Write decisions down — 'If it's not written, it wasn't decided'\"\n \n accountability: # \"Do we hold each other to standards?\"\n score: 0\n signals:\n healthy: [\"Peer feedback flows freely\", \"Standards are clear\", \"Underperformance addressed\"]\n unhealthy: [\"Leader is sole accountability enforcer\", \"Low performers protected\", \"Resentment from high performers\"]\n actions:\n - \"Publish team commitments — transparency creates accountability\"\n - \"Peer feedback rounds in retrospectives\"\n - \"Score as a team: 'How did WE do against our commitments this quarter?'\"\n \n results_focus: # \"Do we prioritize collective results over individual?\"\n score: 0\n signals:\n healthy: [\"Shared goals\", \"Celebrating team wins\", \"Helping across boundaries\"]\n unhealthy: [\"Fiefdoms\", \"Individual credit-seeking\", \"Silo mentality\"]\n actions:\n - \"Shared OKRs that require collaboration\"\n - \"Recognition: praise what helps the team, not just individual brilliance\"\n - \"Quarterly: 'What did WE achieve?' before 'What did I achieve?'\"" }, { "title": "Team Offsite Design (Full Day)", "body": "team_offsite:\n pre_work:\n - \"Anonymous pulse survey: 3 things working, 3 things not\"\n - \"Each person: 1-page 'State of my world' (priorities, blockers, requests)\"\n - \"Pre-read on strategic context\"\n \n morning: # Connection + Retrospective\n - \"09:00 Check-in: Personal + professional highlight since last offsite (10 min each)\"\n - \"10:00 Retrospective: What's working? What isn't? What should we change?\"\n - \"11:00 Team health assessment: Score and discuss each dimension\"\n - \"12:00 Lunch together (no laptops)\"\n \n afternoon: # Strategy + Commitments\n - \"13:30 Strategic context: Where is the business heading? What does it mean for us?\"\n - \"14:30 Priority alignment: What are our 3 must-win battles this quarter?\"\n - \"15:30 Working agreements: How do we want to work together? (revise/create)\"\n - \"16:30 Commitments: Each person — 'My commitment to this team'\"\n - \"17:00 Reflection + Close: 'One word for how you're leaving'\"\n \n follow_up:\n - \"Share notes within 48 hours\"\n - \"30-day check-in on commitments\"\n - \"Quarterly pulse survey to track health trends\"" }, { "title": "First 90 Days Framework (New Leader)", "body": "transition_plan:\n first_30_days: # LEARN\n theme: \"Listen and learn — resist the urge to change things\"\n actions:\n - \"Meet every direct report 1:1 (60 min each)\"\n - \"Meet every peer and key stakeholder (30 min each)\"\n - \"Meet skip-levels in small groups\"\n - \"Learn the business: financials, customers, products, competitive landscape\"\n - \"Identify 3 quick wins — things you can fix that build credibility\"\n - \"DO NOT reorganize, fire anyone, or change processes yet\"\n questions_to_ask_everyone:\n - \"What's working well that I should protect?\"\n - \"What's broken that needs fixing?\"\n - \"What would you do if you had my role?\"\n - \"What don't I know that I should?\"\n - \"What are you worried I might do?\"\n \n days_31_60: # ALIGN\n theme: \"Form your point of view and align with stakeholders\"\n actions:\n - \"Present your diagnosis to your boss: 'Here's what I've learned'\"\n - \"Draft strategic priorities (3 max)\"\n - \"Identify talent: A-players (invest), B-players (develop), wrong-seat (move)\"\n - \"Execute quick wins — build credibility through action\"\n - \"Establish your team rhythms (meetings, 1:1s, reporting)\"\n \n days_61_90: # ACT\n theme: \"Make your mark — implement first meaningful changes\"\n actions:\n - \"Communicate your strategic priorities to the team\"\n - \"Make necessary people decisions (role changes, hiring, performance conversations)\"\n - \"Launch 1 signature initiative that signals your direction\"\n - \"90-day review with boss: 'Here's what I've done, here's what's next'\"\n - \"Adjust development plan based on what you've learned\"\n \n common_traps:\n - \"Trap: Bringing your old playbook. Fix: This is a new context — diagnose first.\"\n - \"Trap: Trying to please everyone. Fix: You can't — make the hard calls.\"\n - \"Trap: Going too fast. Fix: Trust takes time. Earn it before spending it.\"\n - \"Trap: Going too slow. Fix: If you haven't made a visible change by Day 60, you've waited too long.\"\n - \"Trap: Ignoring the culture. Fix: How things get done matters as much as what gets done.\"" }, { "title": "Career Transition Coaching (Level Shifts)", "body": "TransitionKey Mindset ShiftCommon Failure ModeIC → Manager\"My success = their success\"Doing the work instead of developing othersManager → Director\"Manage through managers\"Skipping levels, micromanagingDirector → VP\"Own the outcome, not the method\"Getting pulled into tactical decisionsVP → C-Suite\"Enterprise first, function second\"Advocating only for your departmentC-Suite → CEO\"You are the culture\"Underestimating symbolic power of every actionCorporate → Startup\"Build the plane while flying it\"Over-process, waiting for perfect informationStartup → Corporate\"Influence > authority\"Moving too fast, breaking things, ignoring politics" }, { "title": "Succession Readiness Assessment", "body": "succession_plan:\n critical_roles: # positions where vacancy = significant business risk\n - role: \"\"\n incumbent: \"\"\n flight_risk: \"\" # low/medium/high\n \n successors:\n ready_now: # could step in within 30 days\n - name: \"\"\n readiness: \"\" # percentage\n gaps: []\n development_plan: \"\"\n \n ready_1_2_years:\n - name: \"\"\n readiness: \"\"\n gaps: []\n development_plan: \"\"\n \n emergency_backup: # if incumbent leaves tomorrow\n name: \"\"\n plan: \"\" # what happens day 1\n\n bench_strength_score:\n roles_with_ready_now_successor: 0\n roles_with_1_2_year_successor: 0\n roles_with_no_successor: 0\n overall_readiness: \"\" # strong/adequate/at-risk/critical\n\n actions:\n - \"Review succession plan quarterly\"\n - \"Give successors stretch assignments aligned to gaps\"\n - \"Cross-train across functions\"\n - \"Engage external search firms for critical roles with no internal successor\"" }, { "title": "9-Box Talent Assessment", "body": "Low Performance Medium Performance High Performance\nHigh Potential │ Potential Gem │ High Potential │ Star\n │ Invest or move │ Accelerate dev │ Stretch & retain\n │─────────────────── ──────────────────── ────────────────────\nMedium Potential │ Underperformer │ Core Player │ High Performer\n │ PIP or redeploy │ Develop in role │ Expand scope\n │─────────────────── ──────────────────── ────────────────────\nLow Potential │ Wrong Seat │ Solid Contributor │ Mastery Expert\n │ Exit │ Maintain │ Leverage expertise\n\nCalibration rules:\n\nNever rate more than 20% as \"Stars\" — that's grade inflation\n\"Wrong Seat\" requires action within 90 days — don't hoard\n\"Potential Gem\" gets maximum 6 months to show improvement\n\"Core Players\" are the backbone — don't neglect them chasing stars\nReview the 9-box quarterly, recalibrate annually" }, { "title": "Coaching Effectiveness Dashboard", "body": "coaching_metrics:\n engagement_health:\n sessions_completed: 0\n sessions_cancelled: 0\n completion_rate: \"\" # target: >90%\n commitment_completion_rate: \"\" # actions taken / actions committed\n \n behavioral_change: # measured at 30/60/90 days\n self_reported_progress: \"\" # 1-10\n stakeholder_observed_change: \"\" # 1-10 (from sponsor/HR)\n 360_score_change: \"\" # delta from baseline\n \n business_impact:\n team_engagement_delta: \"\" # survey score change\n retention_of_direct_reports: \"\" # 12-month retention rate\n team_performance_metrics: \"\" # revenue, NPS, delivery, etc.\n promotion_readiness: \"\" # is leader closer to next level?\n \n roi_calculation:\n coaching_investment: 0 # total cost (coach fee + leader time)\n value_created: 0 # estimated from retention + performance + averted risks\n roi_percentage: \"\" # (value - cost) / cost × 100\n \n qualitative:\n leader_testimonial: \"\"\n sponsor_assessment: \"\"\n most_significant_change: \"\"" }, { "title": "ROI Evidence Types", "body": "EvidenceHow to MeasureTypical ImpactRetention of key talentDirect reports who stay vs baseline$50K-200K saved per retained personFaster decision-makingTime from problem to decisionCompetitive advantage, speed to marketTeam productivityOutput metrics, velocity, revenue per head10-30% improvement commonReduced conflictTime spent on interpersonal issues2-5 hours/week reclaimedBetter stakeholder relationshipsNPS, 360° scores, sponsor feedbackUnlocks resources, removes blockersSuccession strengthInternal promotion rate, bench depth$100K+ saved per avoided external hireLeader wellbeingBurnout indicators, engagement, tenurePrevents $500K+ executive turnover cost" }, { "title": "5 Challenging Client Playbooks", "body": "1. The Resistant Leader (\"I don't need coaching\")\n\n- Don't argue — meet them where they are\n- Ask: \"What would make this time worthwhile for you?\"\n- Reframe: \"Think of this as a strategic thinking partner, not remediation\"\n- Find their motivation: \"What would you like to be even better at?\"\n- Quick win: Solve one problem they care about → credibility earned\n\n2. The Over-Talker (fills every session, avoids depth)\n\n- Notice the pattern: \"I notice we cover a lot of ground but don't go deep. What's that about?\"\n- Use structured tools: \"Give me 3 bullet points, then we'll explore the most important one\"\n- Direct interrupt: \"I want to stop you here because something important just came up\"\n- Assign reflective pre-work: \"Come to our next session with one question you don't know the answer to\"\n\n3. The Perfectionist (paralyzed by standards)\n\n- Normalize: \"Your high standards got you here. AND they might be the ceiling now\"\n- Reframe: \"What's the cost of waiting for perfect?\"\n- Experiment: \"Ship one thing at 80% this week. Observe what happens\"\n- Identity work: \"You ARE successful even when something isn't perfect\"\n- Track: Log the outcome of 80% efforts vs 100% efforts — data beats fear\n\n4. The Pleaser (avoids conflict, overcommits)\n\n- Name the pattern: \"You seem to say yes to everything. What's driving that?\"\n- Explore the cost: \"What are you sacrificing by never saying no?\"\n- Practice: Role-play declining a request — start with low-stakes\n- Reframe: \"Every yes to someone else is a no to something you care about\"\n- Assignment: Say no once this week. Report back on what happened (usually nothing bad)\n\n5. The Brilliant Jerk (delivers results, damages people)\n\n- Don't lead with behavior — lead with impact: \"Your team's attrition is 2x the company average. What's your theory?\"\n- Connect to their goals: \"You want to be VP. VPs need organizations that scale. People leave you.\"\n- Specific incidents: \"In the meeting Tuesday, when you said X, here's what happened...\"\n- Not optional: \"This isn't about being nice. It's about whether you can lead at the next level\"\n- Consequences: \"Without change, here's the likely outcome in 12 months...\"" }, { "title": "When to End a Coaching Engagement", "body": "SignalActionNo progress after 3-4 sessionsDirect conversation: \"What's getting in the way?\"Leader not completing commitmentsRenegotiate or end — don't waste timeGoals achievedCelebrate and close with transition planCoaching becomes therapyRefer to professional — this is a boundaryTrust broken (leader lied, ethics issue)Address directly — may need to endOrganization changes (reorg, exit)Reassess scope and goals" }, { "title": "100-Point Coaching Quality Rubric", "body": "DimensionWeightScoring GuideAssessment depth1515=comprehensive 360°+self+stakeholder, 10=basic assessment, 5=surface onlyGoal clarity1515=SMART goals tied to business impact, 10=general goals, 5=vague aspirationsConversation quality2020=powerful questions+challenge+insight, 15=good questions, 10=advice-giving, 5=chatDevelopment plan1515=70-20-10 with milestones+metrics, 10=action list, 5=vague intentionsBehavioral change1515=stakeholders report visible change, 10=self-reported change, 5=no changeStakeholder management1010=sponsor engaged+aligned, 7=occasional updates, 3=forgottenROI evidence1010=quantified business impact, 7=qualitative evidence, 3=anecdotal only\n\nTotal: /100\n\n90-100: Transformative coaching engagement\n75-89: Strong impact, well-executed\n60-74: Good start, needs deeper follow-through\nBelow 60: Rethink approach — something isn't working" }, { "title": "10 Coaching Anti-Patterns", "body": "Advice monster — Telling instead of asking. Coach ≠ consultant.\nFriendship drift — Sessions become chat. Maintain productive tension.\nAvoiding the hard stuff — Skating around derailers. Name them.\nWorking harder than the client — If you're more invested, something's wrong.\nConfirmation bias — Only hearing what confirms your hypothesis. Listen for surprise.\nRescuing — Solving their problems instead of building their capability.\nTool addiction — Running assessments instead of having real conversations.\nIgnoring the system — Coaching the individual while ignoring the context they're in.\nNo measurement — Can't articulate what changed. Track from day 1.\nEndless engagement — No defined end. Coaching should have a graduation." }, { "title": "Natural Language Commands", "body": "The agent responds to commands like:\n\n\"Assess [leader name]'s leadership\" → Run Phase 1 assessment\n\"Design a 360° survey for [name]\" → Generate Phase 2 survey\n\"Set up a coaching engagement\" → Walk through Phase 3 design\n\"Coach me on [topic]\" → Run a GROW coaching conversation\n\"Create a development plan for [name]\" → Generate Phase 5 plan\n\"Help me build executive presence\" → Phase 6 framework\n\"Assess my team's health\" → Phase 7 team assessment\n\"Plan my first 90 days\" → Phase 8 transition plan\n\"Build a succession plan\" → Phase 9 template\n\"Review coaching effectiveness\" → Phase 10 dashboard\n\"Help me with a difficult leader\" → Phase 11 scenario playbook\n\"Score this coaching engagement\" → Phase 12 rubric" } ], "body": "Executive Coaching & Leadership Development Engine\n\nComplete methodology for coaching leaders at every level — from first-time managers to C-suite executives. Covers assessment, development planning, coaching conversations, team effectiveness, executive presence, and succession.\n\nPhase 1: Leadership Assessment & Baseline\nQuick Leadership Health Check (/8)\n\nScore each dimension 0-2 (0=weak, 1=developing, 2=strong):\n\nDimension\tScore\tEvidence\nStrategic clarity\t\tCan articulate 3-year vision in 30 seconds?\nDecision velocity\t\tMakes decisions within appropriate timeframes?\nTeam development\t\tDirect reports growing and being promoted?\nCommunication impact\t\tMessages understood and acted on first time?\nSelf-awareness\t\tKnows blind spots and actively manages them?\nResults delivery\t\tConsistently hits or exceeds targets?\nStakeholder trust\t\tHas advocates across the organization?\nEnergy management\t\tSustainable pace, not burning out?\n\nScore interpretation:\n\n14-16: High-performing leader — focus on mastery and legacy\n10-13: Solid foundation — targeted development on 2-3 areas\n6-9: Development needed — structured coaching engagement\n0-5: Critical — intensive support required\nLeadership Assessment Brief\nleader_profile:\n name: \"\"\n role: \"\"\n level: \"\" # IC → Manager → Director → VP → C-Suite\n tenure_in_role: \"\"\n direct_reports: 0\n org_size: 0 # total people in their org\n \ncontext:\n company_stage: \"\" # startup/growth/mature/turnaround\n industry: \"\"\n current_challenges: []\n recent_changes: [] # reorg, new boss, M&A, layoffs\n \nassessment:\n strengths: # things they do well consistently\n - strength: \"\"\n evidence: \"\"\n development_areas: # things limiting their impact\n - area: \"\"\n impact: \"\" # how this shows up day-to-day\n root_cause: \"\" # underlying driver\n derailers: # behaviors that could end their career\n - behavior: \"\"\n trigger: \"\" # when it shows up\n risk_level: \"\" # low/medium/high/critical\n \nleadership_style:\n primary: \"\" # visionary/coaching/affiliative/democratic/pacesetting/commanding\n secondary: \"\"\n overused: \"\" # style used too much\n underused: \"\" # style needed but avoided\n \nstakeholder_perception:\n boss_view: \"\"\n peer_view: \"\"\n direct_report_view: \"\"\n cross_functional_view: \"\"\n\nLevel-Appropriate Focus Areas\nLevel\tPrimary Focus\tSecondary Focus\tTrap to Avoid\nNew Manager\tDelegation, feedback, 1:1s\tTeam norms, hiring\tDoing IC work instead of managing\nSenior Manager\tStrategy, cross-team influence\tTalent development, metrics\tMicromanaging experienced reports\nDirector\tOrg design, executive communication\tPolitical navigation, budget\tGetting pulled into execution\nVP\tVision, culture, board interaction\tM&A, P&L ownership\tTrying to manage every team\nC-Suite\tEnterprise strategy, external presence\tBoard management, succession\tIsolation, echo chamber\nPhase 2: 360° Feedback System\n360° Feedback Survey Design\n\nRater selection rules:\n\nManager: 1 (mandatory)\nPeers: 3-5 (cross-functional preferred)\nDirect reports: All if <8, random sample of 5-8 if larger\nSkip-levels: 2-3 (optional but revealing)\nExternal stakeholders: 1-2 (clients, board members, partners)\nSelf-assessment: Always include\n\nCore competency questions (rate 1-5 + open comment):\n\nstrategic_thinking:\n - \"Sets clear direction that aligns with business strategy\"\n - \"Anticipates market/competitive changes and adapts\"\n - \"Makes sound decisions with incomplete information\"\n - \"Balances short-term execution with long-term vision\"\n\npeople_leadership:\n - \"Creates an environment where people do their best work\"\n - \"Develops talent — direct reports grow under their leadership\"\n - \"Gives honest, actionable feedback regularly\"\n - \"Builds diverse, high-performing teams\"\n - \"Handles conflict directly and constructively\"\n\nexecution:\n - \"Delivers results consistently\"\n - \"Sets clear priorities and says no to distractions\"\n - \"Removes obstacles for their team\"\n - \"Holds people accountable without micromanaging\"\n\ncommunication:\n - \"Communicates clearly — messages are understood first time\"\n - \"Listens genuinely — people feel heard\"\n - \"Adapts communication style to the audience\"\n - \"Handles difficult conversations with courage and empathy\"\n\ninfluence:\n - \"Builds strong relationships across the organization\"\n - \"Persuades through logic and empathy, not authority\"\n - \"Navigates organizational politics effectively\"\n - \"Represents their team's interests to leadership\"\n\nself_leadership:\n - \"Shows self-awareness about strengths and limitations\"\n - \"Remains calm and composed under pressure\"\n - \"Admits mistakes and learns from them\"\n - \"Models the behaviors they expect from others\"\n\n\nOpen-ended questions (mandatory):\n\n\"What should this leader START doing?\"\n\"What should this leader STOP doing?\"\n\"What should this leader CONTINUE doing?\"\n\"What is their greatest strength as a leader?\"\n\"What one thing, if changed, would make the biggest difference?\"\n360° Feedback Debrief Framework\ndebrief_structure:\n duration: \"90 minutes\"\n \n steps:\n 1_self_assessment_first:\n - \"Before showing results, ask: How do you think people perceive you?\"\n - \"Note gaps between self-perception and data\"\n \n 2_strengths_anchor:\n - \"Start with highest-rated competencies\"\n - \"Connect strengths to business impact\"\n - \"Ask: How do you leverage these intentionally?\"\n \n 3_blind_spots:\n - \"Areas where self-rating >> others' ratings\"\n - \"Present data without judgment\"\n - \"Ask: What might explain this gap?\"\n \n 4_hidden_strengths:\n - \"Areas where others' ratings >> self-rating\"\n - \"Often the most powerful discovery\"\n - \"Ask: Why do you undervalue this?\"\n \n 5_development_themes:\n - \"Cluster lowest ratings into 2-3 themes\"\n - \"Connect to business impact, not just behavior\"\n - \"Ask: Which of these, if improved, would have the biggest impact?\"\n \n 6_commitment:\n - \"Select 1-2 focus areas maximum\"\n - \"Define specific behavioral changes\"\n - \"Identify accountability structure\"\n\n rules:\n - \"Never reveal individual rater responses\"\n - \"Present themes, not outliers\"\n - \"Let the leader draw conclusions before offering interpretation\"\n - \"Normalize emotional reactions — frustration, defensiveness, sadness are all normal\"\n - \"End with forward-looking energy, not backward-looking analysis\"\n\nPhase 3: Coaching Engagement Design\nEngagement Structure\ncoaching_engagement:\n type: \"\" # developmental/performance/transition/onboarding/derailment\n duration: \"\" # typically 6-12 months\n frequency: \"\" # biweekly is standard, weekly for intensive\n session_length: \"60 minutes\" # 90 for first session\n \n goals: # max 3\n - goal: \"\"\n success_metric: \"\" # how we'll know it's working\n business_impact: \"\" # why this matters to the org\n timeline: \"\"\n \n stakeholders:\n sponsor: \"\" # usually the leader's boss\n hr_partner: \"\"\n check_in_cadence: \"\" # monthly/quarterly with sponsor\n \n boundaries:\n confidential: \"Content of sessions is confidential\"\n exceptions: \"Safety concerns, ethics violations, or legal issues\"\n sponsor_updates: \"Themes and progress only, not specifics\"\n \n success_criteria:\n leading_indicators: [] # behavioral changes visible in 30-60 days\n lagging_indicators: [] # business results visible in 90-180 days\n 360_remeasure: \"At 6 months — expecting 0.5+ point improvement on focus areas\"\n\nEngagement Type Decision Matrix\nType\tDuration\tTrigger\tFocus\tIntensity\nDevelopmental\t6-12 mo\tHigh-potential investment\tGrow to next level\tBiweekly\nPerformance\t3-6 mo\tPerformance gap\tClose specific gaps\tWeekly→Biweekly\nTransition\t3-6 mo\tNew role/company\tAccelerate ramp\tWeekly first 90 days\nOnboarding\t3 mo\tExecutive hire\tCultural integration\tWeekly\nDerailment\t3-6 mo\tCareer-threatening behavior\tBehavioral change\tWeekly + stakeholder\nPhase 4: Coaching Conversation Mastery\nSession Structure (60 minutes)\nsession_flow:\n check_in: # 5 min\n - \"How are you arriving today? (energy/mindset)\"\n - \"What happened with your commitments from last session?\"\n - \"Score: Did you do what you said? (1-10)\"\n \n agenda_setting: # 5 min\n - \"What's most important for us to focus on today?\"\n - \"What would make this hour valuable?\"\n - \"If we could only solve one thing, what would it be?\"\n \n exploration: # 30 min\n - \"Deep dive into the topic\"\n - \"Use coaching models (GROW, CLEAR, etc.)\"\n - \"Challenge assumptions, reframe, explore options\"\n \n action_planning: # 15 min\n - \"What will you do differently?\"\n - \"What's the first step? By when?\"\n - \"What might get in the way?\"\n - \"Who else needs to be involved?\"\n - \"How will you know it's working?\"\n \n reflection: # 5 min\n - \"What was most useful about today's conversation?\"\n - \"What are you taking away?\"\n - \"Anything we need to revisit next time?\"\n\nThe GROW Model (Core Coaching Framework)\nG — Goal: \"What do you want to achieve?\"\n - \"What does success look like specifically?\"\n - \"How will you know when you've reached it?\"\n - \"What's the timeline?\"\n - \"Is this within your control?\"\n\nR — Reality: \"What's happening now?\"\n - \"What have you already tried?\"\n - \"What's working? What isn't?\"\n - \"On a scale of 1-10, where are you now?\"\n - \"What are you not seeing?\"\n - \"What would your team say about this?\"\n\nO — Options: \"What could you do?\"\n - \"What are all the possible approaches?\"\n - \"What would you do if resources were unlimited?\"\n - \"What would [someone you admire] do?\"\n - \"What's the opposite of what you'd normally do?\"\n - \"What have you seen work in similar situations?\"\n - \"What if you did nothing?\"\n\nW — Will: \"What will you do?\"\n - \"Which option resonates most?\"\n - \"On a scale of 1-10, how committed are you?\"\n - \"If less than 8, what would make it an 8?\"\n - \"What's the very first action?\"\n - \"When will you do it?\"\n - \"What support do you need?\"\n\n50 Powerful Coaching Questions by Category\n\nSelf-awareness:\n\n\"What do people experience when they interact with you?\"\n\"What story are you telling yourself about this?\"\n\"What would your harshest critic say? What truth is in that?\"\n\"When are you at your absolute best? What's present?\"\n\"What are you pretending not to know?\"\n\"What pattern do you keep repeating?\"\n\"What would the version of you that's already solved this say?\"\n\nDecision-making: 8. \"What would you advise someone else in this situation?\" 9. \"What's the cost of not deciding?\" 10. \"What's the worst case? Can you live with that?\" 11. \"What decision are you avoiding?\" 12. \"If you had to decide in 5 minutes, what would you choose?\" 13. \"What does your gut say? Why aren't you trusting it?\"\n\nCourage & action: 14. \"What are you afraid will happen?\" 15. \"What conversation are you avoiding?\" 16. \"What would you do if you weren't afraid?\" 17. \"What's the smallest experiment you could run?\" 18. \"What's the 80% solution you could ship today?\" 19. \"What will you regret NOT doing?\"\n\nTeam & relationships: 20. \"What does your team need from you that they're not getting?\" 21. \"Who on your team is struggling and you're avoiding the conversation?\" 22. \"What would your direct reports say behind your back?\" 23. \"Where are you rescuing instead of developing?\" 24. \"What relationship, if repaired, would unlock the most progress?\" 25. \"Who do you need in your corner that isn't there yet?\"\n\nStrategic thinking: 26. \"What's the one thing that, if you got right, would make everything else easier?\" 27. \"What should you stop doing that you're holding onto?\" 28. \"Where are you optimizing for the wrong metric?\" 29. \"What's your theory of the case?\" 30. \"What are you assuming that might not be true?\"\n\nEnergy & sustainability: 31. \"What's draining your energy that you could eliminate?\" 32. \"Where are you saying yes when you mean no?\" 33. \"What would it take to operate at 80% effort sustainably?\" 34. \"When did you last do nothing? How did that feel?\" 35. \"What fills you up that you've deprioritized?\"\n\nGrowth & learning: 36. \"What failure taught you the most?\" 37. \"What feedback are you dismissing that might be true?\" 38. \"What skill, if developed, would change your trajectory?\" 39. \"Where is your ego getting in the way?\" 40. \"What do you know now that you wish you knew a year ago?\"\n\nVision & purpose: 41. \"Why does this role matter to you beyond the paycheck?\" 42. \"What legacy do you want to leave in this organization?\" 43. \"What would make you proud when you look back in 5 years?\" 44. \"What's the work only you can do?\" 45. \"What impact are you uniquely positioned to have?\"\n\nReframing: 46. \"What if this problem is actually an opportunity?\" 47. \"What would this look like if it were easy?\" 48. \"What are you making this mean that it doesn't have to mean?\" 49. \"Who else has navigated this successfully? What can you learn?\" 50. \"What's the upside of this difficult situation?\"\n\nAdvanced Coaching Techniques\n\nChallenging with care:\n\nMirror: \"I notice you said X but your energy dropped. What's underneath that?\"\nDirect: \"I'm going to be blunt. The data says Y. How do you see it?\"\nMeta: \"We've discussed this topic three sessions in a row. What's keeping you stuck?\"\nHypothesis: \"I have a theory. Can I share it? [wait for permission]\"\n\nWorking with resistance:\n\nName it: \"I sense some resistance. What's that about?\"\nValidate it: \"It makes sense you'd feel that way given...\"\nExplore it: \"What's the resistance protecting you from?\"\nLeverage it: \"What would have to be true for you to move forward despite this?\"\n\nSilence as a tool:\n\nAfter a powerful question: wait at least 10 seconds\nWhen they say \"I don't know\": say nothing — they usually do know\nAfter an emotional moment: let it breathe\nWhen they're processing: resist the urge to fill space\n\nSomatic awareness:\n\n\"Where do you feel that in your body?\"\n\"What just shifted when you said that?\"\n\"Your voice changed when you mentioned X. What's happening?\"\n\"Take a breath. What comes up?\"\nPhase 5: Leadership Development Plan\nDevelopment Plan Template\nleadership_development_plan:\n leader: \"\"\n date: \"\"\n review_date: \"\" # 90 days out\n \n vision:\n next_role: \"\" # where they're heading\n timeline: \"\" # realistic horizon\n gap_to_next_level: \"\" # biggest gap between now and next level\n \n focus_areas: # max 2-3\n - area: \"\"\n current_state: \"\" # specific behaviors today\n target_state: \"\" # specific behaviors in 6 months\n why_it_matters: \"\" # business impact\n \n development_actions:\n learn: # 10% — knowledge acquisition\n - action: \"\"\n resource: \"\" # book, course, podcast\n by_when: \"\"\n \n practice: # 70% — on-the-job application\n - action: \"\" # specific situation to practice in\n frequency: \"\" # daily/weekly\n success_look: \"\" # what good looks like\n \n connect: # 20% — feedback and relationships\n - action: \"\" # mentor, feedback partner, peer group\n who: \"\"\n cadence: \"\"\n \n progress_indicators:\n 30_day: \"\" # leading indicator\n 60_day: \"\" # early results\n 90_day: \"\" # measurable outcome\n \n support_needed:\n from_manager: []\n from_hr: []\n from_coach: []\n stretch_assignments: []\n \n review_schedule:\n - date: \"\" # 30-day\n focus: \"Are actions being taken? Early signals?\"\n - date: \"\" # 60-day\n focus: \"Behavioral changes visible? Adjust plan?\"\n - date: \"\" # 90-day\n focus: \"Results materializing? Set next phase?\"\n\n70-20-10 Development Action Library\n\n70% On-the-job (Experience):\n\nLead a cross-functional initiative outside comfort zone\nPresent to a more senior audience (board, exec team, all-hands)\nTake on a turnaround project (fix something broken)\nManage a crisis or urgent situation end-to-end\nHire and onboard a senior leader\nDeliver difficult feedback to a peer or senior stakeholder\nRun a strategy offsite\nNegotiate a significant deal or vendor contract\nManage a budget 2x your current scope\nRepresent the company externally (conference, customer, press)\n\n20% Relationships (Exposure):\n\nShadow a C-suite executive for a week\nFind a mentor outside your function/industry\nJoin a peer learning group (YPO, EO, or internal cohort)\nReverse mentor a junior employee\nGet a \"truth-teller\" — someone who gives unfiltered feedback\nBuild 3 new cross-functional relationships this quarter\nSeek 360° feedback from 5 stakeholders informally\nAttend a board meeting as an observer\n\n10% Formal Learning (Education):\n\nExecutive education program (2-5 days)\nLeadership assessment tool (Hogan, StrengthsFinder, DISC, MBTI)\nRead 2 leadership books per quarter\nComplete an online leadership course\nAttend an industry leadership conference\nTake a course in an adjacent skill (finance for non-finance, tech for non-tech)\nPhase 6: Executive Presence\nExecutive Presence Framework (4 Pillars)\nexecutive_presence:\n gravitas: # 67% of EP — the most important\n components:\n - confidence: \"Projects calm certainty without arrogance\"\n - decisiveness: \"Makes calls and owns them\"\n - composure: \"Stays steady under pressure\"\n - vision: \"Connects today's work to tomorrow's destination\"\n - authenticity: \"Consistent in public and private\"\n \n development:\n - \"Practice the 3-second pause before responding\"\n - \"Prepare your 'point of view' on every topic before meetings\"\n - \"Use 'I believe...' and 'My recommendation is...' not 'I think maybe...'\"\n - \"When challenged, acknowledge the point, then restate your position\"\n - \"Own mistakes immediately: 'That was my call. Here's what I learned.'\"\n \n communication: # 28% of EP\n components:\n - clarity: \"Simple, jargon-free, structured\"\n - storytelling: \"Uses narrative to make data memorable\"\n - listening: \"Makes others feel genuinely heard\"\n - adaptation: \"Adjusts style for board vs team vs 1:1\"\n - brevity: \"Says more with fewer words\"\n \n development:\n - \"Structure every message: Point → Evidence → Implication → Action\"\n - \"Practice the 'one headline' test — can you say it in one sentence?\"\n - \"Record yourself presenting — watch once a month\"\n - \"Ask 2 questions for every 1 statement in meetings\"\n - \"Use silence intentionally — pause 3 seconds after key points\"\n \n appearance: # 5% of EP — least important but still matters\n components:\n - dress: \"Appropriate for context, slightly above the room\"\n - energy: \"Projects vitality and engagement\"\n - body_language: \"Open posture, appropriate eye contact\"\n - environment: \"Organized space, professional virtual setup\"\n \n development:\n - \"Match dress code to the audience, not your team\"\n - \"Stand or use a standing desk for important calls\"\n - \"Eliminate filler words (um, like, you know)\"\n - \"Video calls: camera at eye level, good lighting, clean background\"\n\nSituation-Specific Presence Guides\n\nBoard presentations:\n\nLead with the ask or recommendation — boards hate buried leads\n3 slides max for a 30-min slot\nAnticipate the 5 hardest questions and prepare answers\nUse \"We\" for team achievements, \"I\" for decisions and accountability\nEnd with: \"Here's what I need from you\"\n\nCrisis communication:\n\nSpeed > perfection — communicate within 2 hours even with incomplete info\nStructure: \"Here's what we know. Here's what we're doing. Here's when we'll update you.\"\nTake ownership: \"I take responsibility for...\"\nNever say \"no comment\" — say \"I'll have more information by [time]\"\nFollow up when promised — credibility is rebuilt in the follow-through\n\nDifficult conversations:\n\nName the elephant: \"This is a hard conversation. I want to have it because I respect you.\"\nSBI model: Situation → Behavior → Impact (not character)\nAsk their perspective before prescribing\nEnd with explicit commitment: \"What are we agreeing to?\"\nFollow up within 48 hours\nPhase 7: Team Effectiveness\nTeam Health Assessment (Lencioni + Google's Project Aristotle)\nteam_assessment:\n psychological_safety: # \"Can I take risks without feeling insecure?\"\n score: 0 # 1-10\n signals:\n healthy: [\"People admit mistakes\", \"Questions are welcomed\", \"Dissent is voiced\"]\n unhealthy: [\"Silence in meetings\", \"Blame culture\", \"CYA behavior\"]\n actions:\n - \"Leader models vulnerability: 'I was wrong about...' / 'I don't know'\"\n - \"Explicitly reward risk-taking, even when it fails\"\n - \"Ask the quietest person in the room: 'What are we missing?'\"\n \n trust: # \"Do I believe my teammates have my back?\"\n score: 0\n signals:\n healthy: [\"Candid feedback\", \"Asking for help\", \"Giving benefit of doubt\"]\n unhealthy: [\"Political maneuvering\", \"Back-channel conversations\", \"Guarded language\"]\n actions:\n - \"Personal histories exercise: 5-min vulnerability sharing in team meeting\"\n - \"Replace 'Why did you...' with 'Help me understand...'\"\n - \"Create shared experiences outside work context\"\n \n healthy_conflict: # \"Do we debate ideas openly?\"\n score: 0\n signals:\n healthy: [\"Passionate debate about ideas\", \"Quick resolution\", \"No lingering resentment\"]\n unhealthy: [\"Artificial harmony\", \"Passive-aggressive\", \"Decisions reopened privately\"]\n actions:\n - \"Assign devil's advocate role in meetings\"\n - \"Mining for conflict: 'We agreed too fast. What are we not considering?'\"\n - \"Norm: 'Disagree and commit' — debate fully, then align\"\n \n commitment: # \"Do we align on decisions and priorities?\"\n score: 0\n signals:\n healthy: [\"Clear priorities\", \"Fast decisions\", \"Unified external message\"]\n unhealthy: [\"Ambiguity about direction\", \"Revisiting decisions\", \"Hedging\"]\n actions:\n - \"End every meeting with: 'What did we decide? Who owns what? By when?'\"\n - \"Cascading communication: within 24 hours, everyone tells their teams\"\n - \"Write decisions down — 'If it's not written, it wasn't decided'\"\n \n accountability: # \"Do we hold each other to standards?\"\n score: 0\n signals:\n healthy: [\"Peer feedback flows freely\", \"Standards are clear\", \"Underperformance addressed\"]\n unhealthy: [\"Leader is sole accountability enforcer\", \"Low performers protected\", \"Resentment from high performers\"]\n actions:\n - \"Publish team commitments — transparency creates accountability\"\n - \"Peer feedback rounds in retrospectives\"\n - \"Score as a team: 'How did WE do against our commitments this quarter?'\"\n \n results_focus: # \"Do we prioritize collective results over individual?\"\n score: 0\n signals:\n healthy: [\"Shared goals\", \"Celebrating team wins\", \"Helping across boundaries\"]\n unhealthy: [\"Fiefdoms\", \"Individual credit-seeking\", \"Silo mentality\"]\n actions:\n - \"Shared OKRs that require collaboration\"\n - \"Recognition: praise what helps the team, not just individual brilliance\"\n - \"Quarterly: 'What did WE achieve?' before 'What did I achieve?'\"\n\nTeam Offsite Design (Full Day)\nteam_offsite:\n pre_work:\n - \"Anonymous pulse survey: 3 things working, 3 things not\"\n - \"Each person: 1-page 'State of my world' (priorities, blockers, requests)\"\n - \"Pre-read on strategic context\"\n \n morning: # Connection + Retrospective\n - \"09:00 Check-in: Personal + professional highlight since last offsite (10 min each)\"\n - \"10:00 Retrospective: What's working? What isn't? What should we change?\"\n - \"11:00 Team health assessment: Score and discuss each dimension\"\n - \"12:00 Lunch together (no laptops)\"\n \n afternoon: # Strategy + Commitments\n - \"13:30 Strategic context: Where is the business heading? What does it mean for us?\"\n - \"14:30 Priority alignment: What are our 3 must-win battles this quarter?\"\n - \"15:30 Working agreements: How do we want to work together? (revise/create)\"\n - \"16:30 Commitments: Each person — 'My commitment to this team'\"\n - \"17:00 Reflection + Close: 'One word for how you're leaving'\"\n \n follow_up:\n - \"Share notes within 48 hours\"\n - \"30-day check-in on commitments\"\n - \"Quarterly pulse survey to track health trends\"\n\nPhase 8: Career Transitions & Executive Onboarding\nFirst 90 Days Framework (New Leader)\ntransition_plan:\n first_30_days: # LEARN\n theme: \"Listen and learn — resist the urge to change things\"\n actions:\n - \"Meet every direct report 1:1 (60 min each)\"\n - \"Meet every peer and key stakeholder (30 min each)\"\n - \"Meet skip-levels in small groups\"\n - \"Learn the business: financials, customers, products, competitive landscape\"\n - \"Identify 3 quick wins — things you can fix that build credibility\"\n - \"DO NOT reorganize, fire anyone, or change processes yet\"\n questions_to_ask_everyone:\n - \"What's working well that I should protect?\"\n - \"What's broken that needs fixing?\"\n - \"What would you do if you had my role?\"\n - \"What don't I know that I should?\"\n - \"What are you worried I might do?\"\n \n days_31_60: # ALIGN\n theme: \"Form your point of view and align with stakeholders\"\n actions:\n - \"Present your diagnosis to your boss: 'Here's what I've learned'\"\n - \"Draft strategic priorities (3 max)\"\n - \"Identify talent: A-players (invest), B-players (develop), wrong-seat (move)\"\n - \"Execute quick wins — build credibility through action\"\n - \"Establish your team rhythms (meetings, 1:1s, reporting)\"\n \n days_61_90: # ACT\n theme: \"Make your mark — implement first meaningful changes\"\n actions:\n - \"Communicate your strategic priorities to the team\"\n - \"Make necessary people decisions (role changes, hiring, performance conversations)\"\n - \"Launch 1 signature initiative that signals your direction\"\n - \"90-day review with boss: 'Here's what I've done, here's what's next'\"\n - \"Adjust development plan based on what you've learned\"\n \n common_traps:\n - \"Trap: Bringing your old playbook. Fix: This is a new context — diagnose first.\"\n - \"Trap: Trying to please everyone. Fix: You can't — make the hard calls.\"\n - \"Trap: Going too fast. Fix: Trust takes time. Earn it before spending it.\"\n - \"Trap: Going too slow. Fix: If you haven't made a visible change by Day 60, you've waited too long.\"\n - \"Trap: Ignoring the culture. Fix: How things get done matters as much as what gets done.\"\n\nCareer Transition Coaching (Level Shifts)\nTransition\tKey Mindset Shift\tCommon Failure Mode\nIC → Manager\t\"My success = their success\"\tDoing the work instead of developing others\nManager → Director\t\"Manage through managers\"\tSkipping levels, micromanaging\nDirector → VP\t\"Own the outcome, not the method\"\tGetting pulled into tactical decisions\nVP → C-Suite\t\"Enterprise first, function second\"\tAdvocating only for your department\nC-Suite → CEO\t\"You are the culture\"\tUnderestimating symbolic power of every action\nCorporate → Startup\t\"Build the plane while flying it\"\tOver-process, waiting for perfect information\nStartup → Corporate\t\"Influence > authority\"\tMoving too fast, breaking things, ignoring politics\nPhase 9: Succession Planning\nSuccession Readiness Assessment\nsuccession_plan:\n critical_roles: # positions where vacancy = significant business risk\n - role: \"\"\n incumbent: \"\"\n flight_risk: \"\" # low/medium/high\n \n successors:\n ready_now: # could step in within 30 days\n - name: \"\"\n readiness: \"\" # percentage\n gaps: []\n development_plan: \"\"\n \n ready_1_2_years:\n - name: \"\"\n readiness: \"\"\n gaps: []\n development_plan: \"\"\n \n emergency_backup: # if incumbent leaves tomorrow\n name: \"\"\n plan: \"\" # what happens day 1\n\n bench_strength_score:\n roles_with_ready_now_successor: 0\n roles_with_1_2_year_successor: 0\n roles_with_no_successor: 0\n overall_readiness: \"\" # strong/adequate/at-risk/critical\n\n actions:\n - \"Review succession plan quarterly\"\n - \"Give successors stretch assignments aligned to gaps\"\n - \"Cross-train across functions\"\n - \"Engage external search firms for critical roles with no internal successor\"\n\n9-Box Talent Assessment\n Low Performance Medium Performance High Performance\nHigh Potential │ Potential Gem │ High Potential │ Star\n │ Invest or move │ Accelerate dev │ Stretch & retain\n │─────────────────── ──────────────────── ────────────────────\nMedium Potential │ Underperformer │ Core Player │ High Performer\n │ PIP or redeploy │ Develop in role │ Expand scope\n │─────────────────── ──────────────────── ────────────────────\nLow Potential │ Wrong Seat │ Solid Contributor │ Mastery Expert\n │ Exit │ Maintain │ Leverage expertise\n\n\nCalibration rules:\n\nNever rate more than 20% as \"Stars\" — that's grade inflation\n\"Wrong Seat\" requires action within 90 days — don't hoard\n\"Potential Gem\" gets maximum 6 months to show improvement\n\"Core Players\" are the backbone — don't neglect them chasing stars\nReview the 9-box quarterly, recalibrate annually\nPhase 10: Coaching Metrics & ROI\nCoaching Effectiveness Dashboard\ncoaching_metrics:\n engagement_health:\n sessions_completed: 0\n sessions_cancelled: 0\n completion_rate: \"\" # target: >90%\n commitment_completion_rate: \"\" # actions taken / actions committed\n \n behavioral_change: # measured at 30/60/90 days\n self_reported_progress: \"\" # 1-10\n stakeholder_observed_change: \"\" # 1-10 (from sponsor/HR)\n 360_score_change: \"\" # delta from baseline\n \n business_impact:\n team_engagement_delta: \"\" # survey score change\n retention_of_direct_reports: \"\" # 12-month retention rate\n team_performance_metrics: \"\" # revenue, NPS, delivery, etc.\n promotion_readiness: \"\" # is leader closer to next level?\n \n roi_calculation:\n coaching_investment: 0 # total cost (coach fee + leader time)\n value_created: 0 # estimated from retention + performance + averted risks\n roi_percentage: \"\" # (value - cost) / cost × 100\n \n qualitative:\n leader_testimonial: \"\"\n sponsor_assessment: \"\"\n most_significant_change: \"\"\n\nROI Evidence Types\nEvidence\tHow to Measure\tTypical Impact\nRetention of key talent\tDirect reports who stay vs baseline\t$50K-200K saved per retained person\nFaster decision-making\tTime from problem to decision\tCompetitive advantage, speed to market\nTeam productivity\tOutput metrics, velocity, revenue per head\t10-30% improvement common\nReduced conflict\tTime spent on interpersonal issues\t2-5 hours/week reclaimed\nBetter stakeholder relationships\tNPS, 360° scores, sponsor feedback\tUnlocks resources, removes blockers\nSuccession strength\tInternal promotion rate, bench depth\t$100K+ saved per avoided external hire\nLeader wellbeing\tBurnout indicators, engagement, tenure\tPrevents $500K+ executive turnover cost\nPhase 11: Difficult Coaching Scenarios\n5 Challenging Client Playbooks\n\n1. The Resistant Leader (\"I don't need coaching\")\n\n- Don't argue — meet them where they are\n- Ask: \"What would make this time worthwhile for you?\"\n- Reframe: \"Think of this as a strategic thinking partner, not remediation\"\n- Find their motivation: \"What would you like to be even better at?\"\n- Quick win: Solve one problem they care about → credibility earned\n\n\n2. The Over-Talker (fills every session, avoids depth)\n\n- Notice the pattern: \"I notice we cover a lot of ground but don't go deep. What's that about?\"\n- Use structured tools: \"Give me 3 bullet points, then we'll explore the most important one\"\n- Direct interrupt: \"I want to stop you here because something important just came up\"\n- Assign reflective pre-work: \"Come to our next session with one question you don't know the answer to\"\n\n\n3. The Perfectionist (paralyzed by standards)\n\n- Normalize: \"Your high standards got you here. AND they might be the ceiling now\"\n- Reframe: \"What's the cost of waiting for perfect?\"\n- Experiment: \"Ship one thing at 80% this week. Observe what happens\"\n- Identity work: \"You ARE successful even when something isn't perfect\"\n- Track: Log the outcome of 80% efforts vs 100% efforts — data beats fear\n\n\n4. The Pleaser (avoids conflict, overcommits)\n\n- Name the pattern: \"You seem to say yes to everything. What's driving that?\"\n- Explore the cost: \"What are you sacrificing by never saying no?\"\n- Practice: Role-play declining a request — start with low-stakes\n- Reframe: \"Every yes to someone else is a no to something you care about\"\n- Assignment: Say no once this week. Report back on what happened (usually nothing bad)\n\n\n5. The Brilliant Jerk (delivers results, damages people)\n\n- Don't lead with behavior — lead with impact: \"Your team's attrition is 2x the company average. What's your theory?\"\n- Connect to their goals: \"You want to be VP. VPs need organizations that scale. People leave you.\"\n- Specific incidents: \"In the meeting Tuesday, when you said X, here's what happened...\"\n- Not optional: \"This isn't about being nice. It's about whether you can lead at the next level\"\n- Consequences: \"Without change, here's the likely outcome in 12 months...\"\n\nWhen to End a Coaching Engagement\nSignal\tAction\nNo progress after 3-4 sessions\tDirect conversation: \"What's getting in the way?\"\nLeader not completing commitments\tRenegotiate or end — don't waste time\nGoals achieved\tCelebrate and close with transition plan\nCoaching becomes therapy\tRefer to professional — this is a boundary\nTrust broken (leader lied, ethics issue)\tAddress directly — may need to end\nOrganization changes (reorg, exit)\tReassess scope and goals\nPhase 12: Scoring & Quality\n100-Point Coaching Quality Rubric\nDimension\tWeight\tScoring Guide\nAssessment depth\t15\t15=comprehensive 360°+self+stakeholder, 10=basic assessment, 5=surface only\nGoal clarity\t15\t15=SMART goals tied to business impact, 10=general goals, 5=vague aspirations\nConversation quality\t20\t20=powerful questions+challenge+insight, 15=good questions, 10=advice-giving, 5=chat\nDevelopment plan\t15\t15=70-20-10 with milestones+metrics, 10=action list, 5=vague intentions\nBehavioral change\t15\t15=stakeholders report visible change, 10=self-reported change, 5=no change\nStakeholder management\t10\t10=sponsor engaged+aligned, 7=occasional updates, 3=forgotten\nROI evidence\t10\t10=quantified business impact, 7=qualitative evidence, 3=anecdotal only\n\nTotal: /100\n\n90-100: Transformative coaching engagement\n75-89: Strong impact, well-executed\n60-74: Good start, needs deeper follow-through\nBelow 60: Rethink approach — something isn't working\n10 Coaching Anti-Patterns\nAdvice monster — Telling instead of asking. Coach ≠ consultant.\nFriendship drift — Sessions become chat. Maintain productive tension.\nAvoiding the hard stuff — Skating around derailers. Name them.\nWorking harder than the client — If you're more invested, something's wrong.\nConfirmation bias — Only hearing what confirms your hypothesis. Listen for surprise.\nRescuing — Solving their problems instead of building their capability.\nTool addiction — Running assessments instead of having real conversations.\nIgnoring the system — Coaching the individual while ignoring the context they're in.\nNo measurement — Can't articulate what changed. Track from day 1.\nEndless engagement — No defined end. Coaching should have a graduation.\nNatural Language Commands\n\nThe agent responds to commands like:\n\n\"Assess [leader name]'s leadership\" → Run Phase 1 assessment\n\"Design a 360° survey for [name]\" → Generate Phase 2 survey\n\"Set up a coaching engagement\" → Walk through Phase 3 design\n\"Coach me on [topic]\" → Run a GROW coaching conversation\n\"Create a development plan for [name]\" → Generate Phase 5 plan\n\"Help me build executive presence\" → Phase 6 framework\n\"Assess my team's health\" → Phase 7 team assessment\n\"Plan my first 90 days\" → Phase 8 transition plan\n\"Build a succession plan\" → Phase 9 template\n\"Review coaching effectiveness\" → Phase 10 dashboard\n\"Help me with a difficult leader\" → Phase 11 scenario playbook\n\"Score this coaching engagement\" → Phase 12 rubric" }, "trust": { "sourceLabel": "tencent", "provenanceUrl": "https://clawhub.ai/1kalin/afrexai-executive-coaching", "publisherUrl": "https://clawhub.ai/1kalin/afrexai-executive-coaching", "owner": "1kalin", "version": "1.0.0", "license": null, "verificationStatus": "Indexed source record" }, "links": { "detailUrl": "https://openagent3.xyz/skills/afrexai-executive-coaching", "downloadUrl": "https://openagent3.xyz/downloads/afrexai-executive-coaching", "agentUrl": "https://openagent3.xyz/skills/afrexai-executive-coaching/agent", "manifestUrl": "https://openagent3.xyz/skills/afrexai-executive-coaching/agent.json", "briefUrl": "https://openagent3.xyz/skills/afrexai-executive-coaching/agent.md" } }