Total 50,315 skills, Project Management has 1842 skills
Showing 12 of 1842 skills
Frameworks from Kim & Mauborgne for creating uncontested market space and making competition irrelevant. Use when reframing competitive strategy, escaping commoditization, designing a new category, or applying Strategy Canvas, ERRC, Six Paths, Three Tiers of Noncustomers, Buyer Utility Map, or Strategic Sequence. Includes selection-bias caveats and inline decline notes for iconic cases that later collapsed.
Comprehensive A3 one-page problem analysis with root cause and action plan
Produces async communication to stakeholders, primarily non-attendees and secondarily some attendees who want a reference. Translates meeting outcomes into what-it-means language for readers, with channel variants (slack, teams, email, notion, exec-memo) and audience variants (engineering, design, leadership, customer-facing, mixed). Surfaces a primary CTA up front, flags technical-to-business translations for user verification, and detects thread continuation from prior updates.
Format a final summary message for Linear. Your output is automatically streamed to the Linear agent session — just format it well, do not post it yourself.
Break a single epic into implementable story files. Reads the epic, its GDD, governing ADRs, and control manifest. Each story embeds its GDD requirement TR-ID, ADR guidance, acceptance criteria, story type, and test evidence path. Run after /create-epics for each epic.
How to handle "why did this work stop / why is this looping?" assignments. Forensics first on the named tree, surface the exact stop-point, frame the fix as a general product rule that respects three invariants (productive work continues, only real blockers stop work, no infinite loops), and deliver a plan — no code changes — gated by board/CTO approval before child issues are created. Use whenever the issue title or body asks for forensics on a stalled, looping, or "went too deep" tree.
Create a new Architecture Decision Record with sequential numbering and AgentDB registration
Break one active project into independent, ready-to-claim tasks when probe next routes create_tasks.
Helps engineering managers break down knowledge silos and build sustainable documentation and collaboration practices — produces a four-root-cause diagnostic for silos, an Engineering Guilds framework, a minimum-viable documentation approach using ADRs, a structured onboarding model, and a cross-team request decision framework. Use when the user says "knowledge silos," "reinventing the wheel," "nobody reads docs," "onboarding is bad," "teams don't talk," "documentation culture," "cross-team friction," "information doesn't flow," or "new hires struggle to ramp up."
Helps engineering managers prevent and respond to engineer attrition by diagnosing retention risk, choosing the right intervention, and preparing retention conversations. Use when the user says "developer quit," "attrition," "someone is disengaged," "how do I retain," "engineer is leaving," "developer unhappy," "keeping the team," "someone seems checked out," "engineer received another offer," "retention risk," or "my best engineer may leave." Produces a five-state diagnostic, action plan, conversation script, compensation/equity guidance, zero-budget recognition ideas, and warning signs. Do NOT use when the issue is day-to-day motivation only; use engineer-motivation.
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.
Guides engineering managers through the specific challenges of managing top engineers — produces a four-quadrant ability/confidence diagnostic, the Rock Star vs. Superstar distinction, common mistakes to avoid, a stagnation diagnostic (Diminishing XP), and a Pusher vs. Puller framework for managing burnout and team friction. Use when the user says "rockstar engineer," "superstar," "high performer," "brilliant jerk," "wants promotion," "hardest to manage," "overconfident," "my best developer is burning out," "engineer is frustrated," or "my best developer is pushing me." Do NOT use for standard underperformance (use performance-reviews) or general motivation questions (use engineer-motivation).