jeffreytse/grimoire-core - 19ページ

calculate-total-cost-of-ownership

Use when comparing vehicles to buy or lease and need to evaluate the true multi-year financial cost beyond the sticker price

原文の言語: 英語

review-used-car-listing

Use when evaluating an online or dealership used car listing to identify red flags, assess value, and decide whether to pursue further

原文の言語: 英語

run-pre-purchase-inspection

Use when evaluating a used vehicle before purchase to identify hidden defects, safety issues, and negotiate from an informed position

原文の言語: 英語

calculate-ev-range-factors

Use when planning an EV trip, evaluating an EV purchase, or explaining why an EV is delivering less range than its rated EPA estimate

原文の言語: 英語

design-ev-charging-setup

Use when planning or installing home EV charging equipment to select the right charger level, electrical requirements, and installation approach

原文の言語: 英語

apply-defensive-driving-principles

Use when coaching a driver, self-assessing driving habits, or building a safe-driving curriculum to reduce crash risk

原文の言語: 英語

design-emergency-kit

Use when assembling or auditing a vehicle emergency kit for roadside safety and breakdown preparedness

原文の言語: 英語

design-preventive-maintenance-schedule

Use when creating or reviewing a vehicle preventive maintenance plan based on mileage, time intervals, and manufacturer recommendations

原文の言語: 英語

diagnose-brake-system-problem

Use when experiencing brake warning signs such as noise, pulsation, pulling, soft pedal, or brake warning light to identify the fault before driving or seeking repair

原文の言語: 英語

diagnose-check-engine-light

Use when a check engine light is illuminated and you need to identify the fault code, assess severity, and decide next steps

原文の言語: 英語

design-compensation-structure

Use when building or redesigning a salary band structure, total rewards framework, or compensation philosophy for an organization

原文の言語: 英語

design-employee-onboarding

Use when creating or improving a new employee onboarding program, first-day experience, or ramp plan for a role or organization

原文の言語: 英語

design-performance-review-system

Use when building or redesigning an employee performance review process, evaluation framework, or feedback cadence for an organization

原文の言語: 英語

run-exit-interview

Use when conducting or designing an exit interview process for departing employees to capture retention insights

原文の言語: 英語

write-job-description

Use when creating or improving a job posting, role description, or position specification to attract qualified candidates

原文の言語: 英語

apply-change-leadership

Use when a manager's team is experiencing a significant organizational change — restructuring, strategy shift, leadership change, layoffs, or major process transition — and needs leadership that maintains team stability, preserves trust, and converts…

原文の言語: 英語

apply-cross-functional-leadership

Use when a manager needs to lead a project or initiative that depends on team members or stakeholders they do not formally manage — to build voluntary cooperation, alignment, and momentum across organizational boundaries through influence rather than…

原文の言語: 英語

apply-distributed-team-practices

Use when managing a team where members work in different locations, time zones, or on hybrid schedules — to adapt management practices so remote members have equal access to information, relationships, and advancement opportunities as in-office members.

原文の言語: 英語

apply-enabling-structure

Use when building or leading a team, organization, or system — to create the conditions, remove the obstacles, and design the structures that let people execute with high autonomy, rather than directing through control, because the best leaders are barely…

原文の言語: 英語

apply-extreme-ownership

Use when leading a team and outcomes are falling short — to apply the principle that the leader owns every result, including failures caused by team members, as the non-negotiable foundation for improving performance and building trust.

原文の言語: 英語

apply-high-performer-retention

Use when a manager wants to proactively retain top-performing direct reports — because high performers have the most options to leave and require active, differentiated management attention to stay engaged and challenged.

原文の言語: 英語

apply-situational-leadership

Use when a manager needs to determine how much direction vs. support to give a specific direct report on a specific task — because the same management approach applied uniformly produces over-management of high performers and under-support of developing…

原文の言語: 英語

apply-trust-building

Use when a manager is new to a team, has experienced a trust breach, or wants to deliberately strengthen the trust foundation of their management relationships — because trust determines whether employees share real problems, follow direction with confidence,…

原文の言語: 英語

apply-upward-influence

Use when a manager needs to build an effective working relationship with their own manager, secure resources or decisions for their team, or influence organizational priorities without formal authority over the outcome.

原文の言語: 英語

build-psychological-safety

Use when a team leader wants to assess and improve the degree to which team members feel safe to speak up, admit mistakes, ask questions, and disagree — because psychological safety is the strongest predictor of team learning and high performance.

原文の言語: 英語

design-hiring-process

Use when building or overhauling a hiring process for a role to reduce bias and improve quality-of-hire

原文の言語: 英語

design-organizational-structure

Use when designing, restructuring, or evaluating an organization's reporting hierarchy, team topology, or division of responsibilities

原文の言語: 英語

design-team-culture

Use when a manager wants to intentionally shape the values, behaviors, and working patterns that define how their team operates — going beyond written norms to embed culture through rituals, stories, symbols, and leader modeling.

原文の言語: 英語

design-team-meeting-structure

Use when a team's meetings feel like the wrong type of conversation for the decisions being made, when meetings are too frequent or too infrequent, or when team members feel their time is wasted — to design the right meeting types, cadences, and facilitation…

原文の言語: 英語

design-team-norms

Use when a team is forming, after a significant membership change, or when a recurring dysfunction suggests the team lacks shared agreements on how to work together — to co-create explicit norms covering communication, decision-making, conflict, and…

原文の言語: 英語

give-developmental-feedback

Use when a manager needs to deliver specific, in-the-moment developmental feedback to a direct report — separate from a formal performance review — to improve a behavior or reinforce a strength using observable evidence.

原文の言語: 英語

give-employee-recognition

Use when a manager wants to acknowledge a direct report's specific contribution, achievement, or behavior in a way that reinforces it and builds engagement — separate from compensation and formal performance reviews.

原文の言語: 英語

plan-team-succession

Use when a manager wants to identify which roles on their team are critical, assess who is ready to fill them, and create development plans so the team is resilient when a key person leaves, is promoted, or is unavailable.

原文の言語: 英語

resolve-team-conflict

Use when two or more team members have an interpersonal or work-based conflict that is affecting collaboration, quality, or team morale — and the conflict has not resolved through normal working interaction.

原文の言語: 英語

run-behavioral-interview

Use when conducting a job interview — to ask structured behavioral questions using the STAR method so that candidate evaluation is based on demonstrated past behavior rather than self-reported traits or hypothetical answers.

原文の言語: 英語

run-career-conversation

Use when a manager wants to have a structured career development conversation with a direct report — separate from weekly one-on-ones and performance reviews — to understand their long-term aspirations, identify growth gaps, and create a concrete development…

原文の言語: 英語

run-difficult-conversation

Use when preparing for or facilitating a high-stakes conversation involving conflict, feedback, performance issues, or sensitive interpersonal topics

原文の言語: 英語

run-employee-offboarding

Use when a direct report is leaving the team — voluntarily or otherwise — to manage the knowledge transfer, team morale impact, departure announcement, and the departing employee's experience in a way that serves the team, the organization, and the…

原文の言語: 英語

run-one-on-one-meeting

Use when preparing for or facilitating a regular manager-to-direct-report one-on-one meeting to build trust, surface blockers, and develop the employee

原文の言語: 英語

run-one-on-one

Use when preparing for or improving weekly one-on-one meetings between a manager and a direct report

原文の言語: 英語