jeffreytse/grimoire-core - 第 19 页

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

原文语言：英语

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

原文语言：英语

run-pre-purchase-inspection

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

原文语言：英语

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

原文语言：英语

design-ev-charging-setup

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

原文语言：英语

apply-defensive-driving-principles

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

原文语言：英语

design-emergency-kit

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

原文语言：英语

design-preventive-maintenance-schedule

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

原文语言：英语

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

原文语言：英语

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

原文语言：英语

design-compensation-structure

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

原文语言：英语

design-employee-onboarding

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

原文语言：英语

design-performance-review-system

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

原文语言：英语

run-exit-interview

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

原文语言：英语

write-job-description

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

原文语言：英语

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…

原文语言：英语

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…

原文语言：英语

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.

原文语言：英语

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…

原文语言：英语

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.

原文语言：英语

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.

原文语言：英语

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…

原文语言：英语

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,…

原文语言：英语

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.

原文语言：英语

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.

原文语言：英语

design-hiring-process

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

原文语言：英语

design-organizational-structure

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

原文语言：英语

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.

原文语言：英语

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…

原文语言：英语

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…

原文语言：英语

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.

原文语言：英语

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.

原文语言：英语

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.

原文语言：英语

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.

原文语言：英语

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.

原文语言：英语

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…

原文语言：英语

run-difficult-conversation

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

原文语言：英语

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…

原文语言：英语

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

原文语言：英语

run-one-on-one

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

原文语言：英语