Loading...
Loading...
Found 160 Skills
Help users work through feelings of inadequacy and self-doubt. Use when someone feels like a fraud, doubts their qualifications, is anxious about being "found out," or struggling with confidence in a new or challenging role.
Helps engineering managers support direct report growth — produces a stage-by-stage model of engineering impact (Circles of Influence), a framework for non-linear career planning (Tarzan Method), diagnostic signals for stalled growth, conversation scripts for career talks, and a promotion readiness vs. timing distinction. Use when the user says "career growth," "promotion," "career path," "this person wants to grow," "career conversation," "what's next for this person," "career ladder," "IC vs manager track," "how do I help my report advance," "help someone grow," or "engineer wants a promotion." Do NOT use for formal written performance reviews or underperformance — use performance-reviews instead.
Help users get promoted at work. Use when someone is preparing for a promotion conversation, building their case for advancement, trying to understand what's blocking their promotion, or figuring out how to get to the next level in their career.
Help users design effective organizational structures. Use when someone is thinking about team structure, deciding between functional vs. divisional models, planning a reorg, or figuring out how to structure product teams.
/em -hard-call — Framework for Decisions With No Good Options
Help users develop and coach product managers. Use when someone is managing PMs, creating development plans, running performance reviews, or trying to level up their PM team's capabilities.
Personality-tuned AI for the Di (The Driver) DISC type. Adapts AI tone, structure, and feedback to be bold, competitive, and action-oriented. Powered by Crystal's DISC framework.
Build or refresh a team culture and produce a Team Culture Operating System Pack (culture snapshot, culture code, norms, rituals, rollout + measurement plan). Use for team culture, culture code, team values, team norms, psychological safety, and coaching culture. Category: Hiring & Teams.
Coaches PMs and new Directors through the transition from individual contributor to organizational leader across four situations: preparing, interviewing, newly landed, or recalibrating.
Guides managers out of the bottleneck role — provides the Team Rep pattern, Epic Ownership model, Task-Relevant Maturity framework, kingdom ownership, and three-layer assignment strategy. Use when the user wants to delegate work or says "I'm doing everything," "team isn't taking ownership," "I can't let go," "team rep," "project ownership," "I'm the go-to person," "bus factor," "I work weekends," "how do I delegate," or "engineers don't take initiative." Do NOT use for managing a specific underperformer (use performance-reviews) or deciding what work to prioritize (use roadmap-planning).
Helps EMs assess their own effectiveness, avoid common traps, navigate bad days, and handle recurring tensions in their own mindset and behavior. Use when the user says "I feel stuck," "am I doing this right," "personal development," "EM effectiveness," "blind spots," "bad days," "sanity check on my behavior," "the same problem keeps coming back," "made a mistake with someone," or "my team isn't motivated." Do NOT use when the issue is about the user's relationship with their own manager (use managing-up) or giving specific feedback to someone (use feedback).
Plans PM career growth using frameworks from 40+ career episodes and Ami Vora's advancement strategies. Use when planning promotions, identifying skill gaps, navigating career transitions, or choosing between IC and management paths.