Menu
SkillsMP has collected 32 skills from stephenrogan/leadership-skills. Open a skill to review its source and details.
Showing 32 of 32 collected skills.
Turns a leadership task into an agent-ready delegation brief with objective, context, inputs, tools, constraints, acceptance criteria, escalation triggers, and verification plan. Use when assigning work to AI agents, coding agents, research agents, analyst…
Reviews AI agent outputs for correctness, evidence, completeness, safety, decision boundaries, and usability before a leader relies on them. Use when evaluating reports, drafts, code, research, strategy memos, customer responses, or autonomous agent…
Evaluates AI agent performance over time using task outcomes, acceptance rate, revision causes, error patterns, latency, cost, risk incidents, and user trust. Use when managing AI workers, agent workflows, or automated loops as part of a leadership operating…
Designs a human-plus-agent workforce architecture with roles, work classes, autonomy levels, escalation paths, tool access, memory boundaries, and operating cadence. Use when a leader wants to scale management leverage through AI agents without creating chaos…
Creates a command-center view for managing multiple AI agents and human-agent workflows, including active work, owners, state, blockers, quality signals, risk level, approvals, and next decisions. Use when a leader needs visibility across an agent-powered…
Designs practical evals for leadership and management agent skills, including realistic prompts, expected outputs, assertions, negative tests, boundary tests, and human grading rubrics. Use when creating or improving agent skills, workflows, or AI worker…
Converts agent failures, user corrections, eval misses, review notes, and workflow friction into a prioritized improvement backlog. Use when improving agent skills, prompts, tools, memory, evals, or operating procedures over time.
Creates governance for AI agents with risk classes, approval gates, audit logs, access controls, red lines, incident response, and rollback rules. Use before deploying agents into leadership, customer, people, financial, or external-facing workflows.
Plans how to communicate and operationalize a change through managers and teams, including rationale, audience impact, FAQ, resistance risks, adoption measures, and reinforcement cadence. Use for process, policy, tooling, org, or strategy changes.
Prepares a neutral conflict mediation plan by separating facts, interpretations, interests, stakes, possible agreements, conversation structure, and follow-up commitments. Use when two people, teams, or functions are stuck in recurring tension or blame.
Designs context, memory, and knowledge flows for agent-managed work: what agents should know, retrieve, remember, forget, cite, and never store. Use when agent quality depends on durable context, sensitive information boundaries, or cross-session continuity.
Builds an executive customer escalation recovery brief with timeline, commitments, stakeholders, risk exposure, root-cause hypotheses, response plan, and approval-required concessions. Use for major customer escalations, renewal threats, executive complaints,…
Creates a concise decision memo with context, decision required, options, tradeoffs, assumptions, dissent, recommendation, owner, and revisit criteria. Use when a leadership decision has ambiguity, cross-functional impact, material risk, or is likely to be…
Converts fuzzy delegation into a crisp ownership brief with outcome, context, constraints, decision rights, checkpoints, risks, and success criteria. Use when handing work to a direct report, project owner, team lead, or cross-functional partner.
Creates an executive-ready update brief with headline narrative, evidence, risks, decisions needed, owner asks, and anticipated questions. Use for exec staff updates, QBRs, board prep, steering meetings, or when leaders need concise upward communication.
Turns observed behaviour and impact into a fair, specific feedback conversation plan with evidence, SBI-style framing, likely reactions, and follow-up. Use when a manager needs to give candid feedback, correct behaviour, praise specifically, or prepare a…
Creates a structured hiring loop with role scorecard, competencies, interview plan, question bank, evidence rubric, debrief packet, and bias checks. Use when opening a role, designing interviews, consolidating feedback, or preparing a hire/no-hire debrief.
Designs how humans and AI agents collaborate inside a team, including roles, handoffs, rituals, shared artifacts, escalation norms, trust-building, and anti-patterns. Use when a manager is turning a conventional team into a human-agent operating unit.
Runs a leadership learning loop by reviewing decisions, outcomes, missed signals, behaviour patterns, system failures, and commitments for improvement. Use after failed decisions, incidents, missed forecasts, team friction, or monthly leadership…
Prepares a manager for high-quality 1:1s by synthesizing prior notes, commitments, performance signals, blockers, career goals, and coaching questions. Use when planning a direct report 1:1, skip-level, coaching check-in, or follow-up conversation.
Builds a board or market narrative from internal performance, customer evidence, market shifts, competitive signals, strategic bets, and decision asks. Use for board decks, investor updates, strategic narratives, or executive alignment around what the…
Builds a 30/60/90 onboarding and ramp plan with learning path, stakeholder map, early wins, role expectations, check-ins, and risk signals. Use for new hires, promoted managers, internal transfers, or leaders entering a new scope.
Generates organisation design options with strategy fit, customer segmentation, capacity, spans, roles, tradeoffs, transition risks, and communication implications. Use when growth, churn, margin, coverage, or strategy changes require rethinking team…
Assembles fair performance review or improvement-cycle material by organizing evidence against role expectations, strengths, gaps, support actions, and follow-up criteria. Use for review cycles, repeated misses, growth plans, or performance concern…
Runs a structured pre-mortem for a plan, initiative, launch, reorg, or strategic bet by imagining failure, identifying causes, leading indicators, mitigations, owners, and pause or kill criteria. Use before committing to meaningful change.
Designs a staff or team meeting that prioritizes decisions, risks, and alignment over status reporting. Use when preparing recurring leadership meetings, team meetings, operating reviews, or when a meeting needs to be cut, redesigned, or made…
Builds a stakeholder prewire plan with influence map, likely objections, conversation sequence, audience-specific framing, decision asks, and alignment tracker. Use before cross-functional proposals, executive decisions, process changes, or politically…
Turns strategy into an operating system with priorities, bets, decision calendar, metrics, operating cadence, owner map, risks, and kill criteria. Use for quarterly planning, annual planning, strategic resets, or converting executive direction into management…
Maps critical roles, coverage gaps, bench readiness, vacancy risk, ramp time, and development moves for succession and continuity planning. Use for quarterly planning, leadership transitions, key-person risk, or org resilience reviews.
Prepares talent calibration material by assembling performance evidence, scope, growth trajectory, readiness hypotheses, risks, and development actions. Use before talent reviews, promotion discussions, succession conversations, or leadership bench planning.
Synthesizes team health signals from surveys, 1:1 themes, meeting behaviour, workload, attrition indicators, and execution patterns into risks and interventions. Use when morale, trust, psychological safety, workload, or team cohesion may be drifting.
Synthesizes the weekly leadership picture across metrics, risks, people, customers, priorities, and decisions into a one-page operating brief. Use before weekly business reviews, leadership team meetings, Monday planning, or Friday retrospectives.