Allgemeine und Betriebsleiter

Führungsberufe · Berufliche Fähigkeiten & Kompetenzen · SOC 11-1021 · 1.764 Skills

Beruflicher Kontext

Diese O*NET-Aufgaben beschreiben den Beruf und geben Kontext für die SOC-Zuordnung. Sie bedeuten nicht, dass jeder aufgeführte Skill jede Aufgabe erfüllt.

Review financial statements, sales or activity reports, or other performance data to measure productivity or goal achievement or to identify areas needing cost reduction or program improvement.
Direct and coordinate activities of businesses or departments concerned with the production, pricing, sales, or distribution of products.
Direct administrative activities directly related to making products or providing services.

Die O*NET-Aufgaben werden in ihrer Ausgangssprache (Englisch) angezeigt. Die Aufgabendaten sind der O*NET® 29.1 Database der USDOL/ETA entnommen und werden gemäß CC BY 4.0 verwendet.

Repräsentative Quellen

Eine begrenzte Auswahl beliebter, diesem Beruf zugeordneter Skills, mit höchstens einem Skill je GitHub-Repository. Darunter folgt die vollständige Zuordnung.

gtm-operating-cadence

github/awesome-copilot

Design meeting rhythms, metric reporting, quarterly planning, and decision-making velocity for scaling companies. Use when decisions are slow, planning is broken, the company is growing but alignment is worse, or leadership meetings consume all time without producing decisions.

persona-team-lead

googleworkspace/cli

Lead a team — run standups, coordinate tasks, and communicate.

chief-customer-officer-advisor

alirezarezvani/claude-skills

Chief Customer Officer advisory for startups: retention decomposition (gross retention vs NRR honesty, churn root-cause taxonomy), customer segmentation strategy (differential investment across tiers + ICP fit scoring), CS team coverage model (pooled vs named CSM thresholds + ratio math), and CS team org evolution (CS vs Support vs AM distinctions). Use when designing retention strategy, segmenting customers for differential investment, sizing CS team, or sequencing CS hires. Strategic only — does not duplicate engineering/business-growth tactical skills.

Alle zugeordneten Skills

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Namen und Beschreibungen der Skills bleiben in der vom Quell-Repository bereitgestellten Sprache.

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gtm-operating-cadence

github/awesome-copilot

Design meeting rhythms, metric reporting, quarterly planning, and decision-making velocity for scaling companies. Use when decisions are slow, planning is broken, the company is growing but alignment is worse, or leadership meetings consume all time without producing decisions.

persona-team-lead

googleworkspace/cli

Lead a team — run standups, coordinate tasks, and communicate.

chief-customer-officer-advisor

alirezarezvani/claude-skills

Chief Customer Officer advisory for startups: retention decomposition (gross retention vs NRR honesty, churn root-cause taxonomy), customer segmentation strategy (differential investment across tiers + ICP fit scoring), CS team coverage model (pooled vs named CSM thresholds + ratio math), and CS team org evolution (CS vs Support vs AM distinctions). Use when designing retention strategy, segmenting customers for differential investment, sizing CS team, or sequencing CS hires. Strategic only — does not duplicate engineering/business-growth tactical skills.

change-management

alirezarezvani/claude-skills

Framework for rolling out organizational changes without chaos. Covers the ADKAR model adapted for startups, communication templates, resistance patterns, and change fatigue management. Handles process changes, org restructures, strategy pivots, and culture changes. Use when announcing a reorg, switching tools, pivoting strategy, killing a product, changing leadership, or when user mentions change management, change rollout, managing resistance, org change, reorg, or pivot communication.

alirezarezvani/claude-skills

C-suite orchestration layer. Routes founder questions to the right advisor role(s), triggers multi-role board meetings for complex decisions, synthesizes outputs, and tracks decisions. Every C-suite interaction starts here. Loads company context automatically. Use when a founder question needs routing to the right advisor — e.g. 'should we raise now or cut burn?' — or when a multi-domain decision needs a board meeting convened.

alirezarezvani/claude-skills

The meta-framework for how a company runs — the connective tissue between all C-suite roles. Covers operating system selection (EOS, Scaling Up, OKR-native, hybrid), accountability charts, scorecards, meeting pulse, issue resolution, and 90-day rocks. Use when setting up company operations, selecting a management framework, designing meeting rhythms, building accountability systems, implementing OKRs, or when user mentions EOS, Scaling Up, operating system, L10 meetings, rocks, scorecard, accountability chart, or quarterly planning.

alirezarezvani/claude-skills

Operations leadership for scaling companies. Process design, OKR execution, operational cadence, and scaling playbooks. Use when designing operations, setting up OKRs, building processes, scaling teams, analyzing bottlenecks, planning operational cadence, or when user mentions COO, operations, process improvement, OKRs, scaling, operational efficiency, or execution.

alirezarezvani/claude-skills

Founder onboarding interview that captures company context across 7 dimensions. Invoke with /cs:setup for initial interview or /cs:update for quarterly refresh. Generates ~/.claude/company-context.md used by all C-suite advisor skills. Use when setting up the C-suite advisors for the first time, or when company context is missing or more than 90 days old — e.g. after a fundraise or pivot.

culture-architect

alirezarezvani/claude-skills

Build, measure, and evolve company culture as operational behavior — not wall posters. Covers mission/vision/values workshops, values-to-behaviors translation, culture code creation, culture health assessment, and cultural rituals by stage. Use when building company values, assessing culture health, designing cultural rituals, creating culture codes, handling culture clashes, or when user mentions culture, values, culture debt, founder culture, or culture code.

decision-logger

alirezarezvani/claude-skills

Two-layer memory architecture for board meeting decisions. Manages raw transcripts (Layer 1) and approved decisions (Layer 2). Use when logging decisions after a board meeting, reviewing past decisions with /cs:decisions, or checking overdue action items with /cs:review. Invoked automatically by the board-meeting skill after Phase 5 founder approval.

alirezarezvani/claude-skills

Personal leadership development for founders and first-time CEOs. Covers founder archetype identification, delegation frameworks, energy management, CEO calendar audits, leadership style evolution, blind spot identification, imposter syndrome, founder mental health, and succession planning. Use when a founder feels like the bottleneck, struggles to delegate, is burning out, transitioning from IC to executive, managing a board, or when user mentions founder mode, CEO growth, leadership development, delegation, burnout, or imposter syndrome.

internal-narrative

alirezarezvani/claude-skills

Build and maintain one coherent company story across all audiences — employees, investors, customers, candidates, and partners. Detects narrative contradictions and ensures the same truth is framed for each audience's needs. Use when preparing investor updates, all-hands presentations, board communications, recruiting narratives, crisis communications, or when user mentions company narrative, messaging consistency, storytelling, all-hands, investor update, or crisis communication.