{"schema":"ai-blocks-role/1","id":"weekly-one-on-one-prep-keeper","name":"One-on-one agenda and feedback planner","summary":"Share last week’s notes, each person’s role and goals. You get one page per person, starting with their agenda.","area":"people","family":{"id":"lead-people","name":"Lead and manage people"},"lead":"weekly-one-on-one-prep-keeper","featured":false,"contextKind":"personal","deliverables":["A one-page agenda per person, their items first","One specific win per person and the exact praise","Open items carried forward, with stuck ones marked","A planned hard conversation only where a problem repeated","Patterns stuck across the team, which may be yours to fix","A one-page status update for your manager, when asked"],"inputs":["Last week's notes from each one-on-one and anything you noticed, per person (rough one-liners are fine)","Each person's name, job, time in the role and current work","Their objectives or key results this quarter (advised)","A yes if you want a status update for your own manager (optional)","The person files from earlier weeks, once they exist (optional on week one)"],"opening":{"give":["Each person's name, job, time in the role and current work","Their objectives or key results this quarter (advised)","A yes if you want a status update for your own manager (optional)"],"get":["One specific win per person and the exact praise","Open items carried forward, with stuck ones marked","A planned hard conversation only where a problem repeated","Patterns stuck across the team, which may be yours to fix"]},"helpfulInputs":["What each person said the last time you asked what you should change","Each person's start date in the role, so the rhythm is right"],"fit":["You manage three or more people and your one-on-ones have become status meetings.","You keep forgetting to praise the thing that went well last week.","A problem has come up twice and you are not sure how to raise it.","A new hire starts and you want a meeting rhythm that fits their first weeks."],"limits":["You manage one or two people. A shared note and a good question may be all you need.","You are writing the end-of-quarter review. Use the Employee performance review writer, which reads these files.","A problem is serious now, such as a safety issue or a policy breach. Raise it yourself at once. Do not wait for two weeks of notes.","You want notes from a meeting turned into minutes or action items. Use the Rough-note meeting minutes writer."],"tools":["Claude Code: It can keep one private file per person and run every Monday before the first meeting.","Any good chat AI: Paste the agent and your notes for the week. Keep the person files in a private note.","Any good chat AI: Structuring decisions and writing plans is text work any strong chat AI does well with this skill.","A shared document: Gives both of you the same outline and notes, and a place for the hold file.","Claude, ChatGPT or Gemini: Writing a few lines in your voice is text work. No files, web access or paid tools needed.","Your calendar: Put the ask on the last five minutes of each one-to-one so it happens every time.","Claude, ChatGPT or Gemini: Writing specific, sincere lines from a short brief is text work. No files, web access or paid tools needed.","Your calendar: Set the checks as repeating reminders so the praise does not lapse.","Any good chat AI: Sorting events into behaviour, reason and fix is text work any strong chat AI does well.","A notes app: Keep one note per person for strengths and past talks.","Any good chat AI: Placing the situation and writing the plan is text work any strong chat AI does well.","A calendar: Book the talk and the follow-up date straight away.","Any good chat AI: A one-message prompt works in any strong chat AI, with nothing to install."],"method":["Open the agent in Claude, ChatGPT or Gemini, or paste it into a new chat. In Claude Code, add it as a skill or save it in .claude/agents so it can keep one file per person.","Paste last week's notes for each person, or point it to your private folder of notes. Leave out anything you would not want written down.","On the first run, give each person's job and how new they are. It sets up the rhythm and the go-to question, and starts the repeat check next week.","Read each agenda before the meeting. Check that every win and every hard point comes from your notes. Change what does not fit.","Hold the meeting yourself. Afterward, add your notes and run it again next Monday. At quarter end, hand the files to the Quarterly performance review keeper."],"capabilities":[{"name":"Set up each person once","description":"Sets a meeting rhythm that tightens when someone is new, and writes your go-to question for asking them what to change."},{"name":"Read last week","description":"Carries every open item forward, marks ones stuck three weeks, and checks whether you acted on their last answer."},{"name":"Find the win","description":"Picks one specific win from the notes and writes the exact praise and when to give it."},{"name":"Spot the repeat","description":"When the same problem appears in two weeks of notes, names one watchable behaviour and its likely reason."},{"name":"Plan the hard conversation","description":"Only where a repeat exists, plans what to praise, what to say and how, humble and about what happened."},{"name":"Build each agenda","description":"Their items first, then open items, the win, the hard point, and the go-to question if due."},{"name":"Write your update on request","description":"A one-page status update for your manager, with people's private notes left out."},{"name":"Log and hand back","description":"Updates each person's file, then stops."}],"expertise":{"principles":["Base people decisions on job-related evidence, applied the same way to everyone.","Write in plain, respectful language the person affected could read.","Keep personal data to what the task needs, and handle it privately.","Check local employment law and company policy before advising on hiring, pay or exits."],"pitfalls":["Opening with the hard point.","Praise so general it could be said to anyone.","Raising a problem the manager has not seen themselves.","Asking the go-to question again before acting on the last answer.","Biased wording in job ads, reviews or interview questions.","Plans with no owner, timing or way to check progress."],"quality":["Every agenda starts with the person's items, not the manager's.","Every win is specific and from the notes. None was invented.","No hard point was raised on one week of evidence.","No person's notes appear in another person's agenda or in the manager's update.","Nothing was sent, changed or recorded.","CHECKS MISSED: name any check that failed, or write \"none\".","Criteria are written down before people are assessed."],"sources":{"learned":0,"curated":false,"method":10,"source":0,"area":"people"}},"workedExample":{"situation":"You manage three or more people and your one-on-ones have become status meetings.","task":"Share last week’s notes, each person’s role and goals. Use the material I attach and ask for anything essential that is missing.","given":["Last week's notes from each one-on-one, per person (rough lines are fine)","Each person's name, job, time in the role and current work","Their goals this quarter (advised)","A yes if you want an update for your own manager (optional)","Person files from earlier weeks, once they exist (optional)"],"outputs":[{"name":"This week in one line","contains":"How many one-on-ones, stuck items and hard points you have this week."},{"name":"Per-person agenda","contains":"One page per person: their items first, open items, the win, any hard point and the go-to question if due."},{"name":"Win and exact praise","contains":"One specific win from your notes, the words to say and when to say them."},{"name":"Hard point plan","contains":"For a problem seen two weeks running: the behaviour, the likely reason and how to raise it."},{"name":"Team patterns","contains":"Anything stuck for more than one person, which may be yours to fix."},{"name":"Your update","contains":"A one-page status update for your manager, only if you ask, with private notes left out."}]},"example":"Share last week’s notes, each person’s role and goals. Use the material I attach and ask for anything essential that is missing.","functions":[{"name":"One-on-one agenda and feedback planner","description":"Prepare a short agenda from real notes. Carry open items, find specific wins and plan supported feedback privately.","method":"weekly-one-on-one-prep-keeper","when":["You manage three or more people and your one-on-ones have become status meetings.","You keep forgetting to praise the thing that went well last week.","A problem has come up twice and you are not sure how to raise it.","A new hire starts and you want a meeting rhythm that fits their first weeks."],"inputs":["Last week's notes from each one-on-one and anything you noticed, per person (rough one-liners are fine)","Each person's name, job, time in the role and current work","Their objectives or key results this quarter (advised)","A yes if you want a status update for your own manager (optional)","The person files from earlier weeks, once they exist (optional on week one)"],"deliverables":["A one-page agenda per person, their items first","One specific win per person and the exact praise","Open items carried forward, with stuck ones marked","A planned hard conversation only where a problem repeated","Patterns stuck across the team, which may be yours to fix","A one-page status update for your manager, when asked"]},{"name":"One-on-one meeting planner","description":"Plan a one-on-one meeting with someone who reports to you. Get how often to meet, an outline they write, meeting rules and follow-up.","method":"one-on-one-meeting-planner","when":["You manage someone new and have no regular meeting.","Your current one-on-ones feel like status updates.","A person's work is slipping and you want a regular place to catch it."],"inputs":["Who the person is and what job they do","How experienced they are at the task they do now","Where and when you can meet","Their current numbers or measures (optional)"],"deliverables":["How often to meet, and how long","A meeting outline they write, with the parts you require","Rules for the meeting: questions, notes, the hold file","A follow-up routine for actions"]},{"name":"Feedback request script writer","description":"Ask your team for honest feedback. You get a go-to question in your voice, a plan for the silence and lines for what you hear.","method":"feedback-request-script-writer","when":["You end every one-to-one with 'Any feedback for me?' and always hear 'No, all good.'","You started a new role and want to know how you come across.","Someone criticised you last time and you got defensive or froze, and you want your lines ready.","You want your team to see that it is safe to tell you when you are wrong."],"inputs":["Who you will ask and how they relate to you, such as your team, a client or your boss","What you want to learn, such as how clear your instructions are","A short message or note you wrote, so the question sounds like you (optional)","A recent project you worked on together (optional)","Where you will ask, such as a one-to-one, a call or a walk (optional)"],"deliverables":["A go-to question in your voice, in two versions with one picked","The best moment to ask, so it becomes a habit","A plan for the silence after you ask, about six seconds","A second question tied to your recent project","Lines to repeat back what you heard, reward the honesty and handle a point you disagree with"]},{"name":"Small-win praise planner","description":"Make a change stick after a hard talk. Get three stages of progress to look for, honest praise for each and when to say it.","method":"small-win-praise-planner","when":["You have just asked someone to change and want it to stick.","A new hire is improving and nobody has told them.","You notice you only speak up when something goes wrong.","Someone slipped back after a good week and you want to respond without scolding."],"inputs":["The change you want, and who from, in terms of something you could see","Notes on the person, such as the output of the Behaviour and fix notes writer (optional)","How and when you see their work, such as a weekly report or a daily meeting (optional)","Whether they like praise in private or in public (optional)"],"deliverables":["Three stages of the change, from first sign to full habit","Praise lines for each stage, with a slot for the detail you saw","When and where to say them, and how to notice each stage","A plan for a slip, and what not to say","A date to taper off and review"]},{"name":"Feedback notes writer","description":"Share real examples and the change you want. Get clear feedback notes, supported strengths and a small next step.","method":"behaviour-and-fix-notes-writer","when":["Someone's work or conduct has slipped and you have not said anything yet.","You keep repeating the same complaint and nothing changes.","You must give feedback tomorrow and your notes are a list of annoyances."],"inputs":["What keeps going wrong, with one or two real examples","Who it is and how you work together","The result you would like instead","What you honestly value in them (optional)"],"deliverables":["One behaviour, written so anyone could watch it, and the result you want","A fair reason the person may act this way, and a question to check it","A list of true strengths, with the one closest to the problem marked","The smallest fix, with notes to keep, change and leave out"]},{"name":"Feedback conversation planner","description":"Plan a feedback conversation that gets heard. Describe the person and the problem. You get what to praise, what to say and how to say it.","method":"feedback-conversation-planner","when":["You have been avoiding a talk with someone for days or weeks.","You are not sure whether you are too soft or too harsh with someone.","You have a draft message and need to turn it into a conversation."],"inputs":["The person, your relationship and how long the problem has gone on","What you saw them do and the effect it had","What you have already said, if anything","A draft message (optional)"],"deliverables":["Which box on the chart you are in now, and what to change","One piece of specific praise to open with","The behaviour and effect, in words to say","Questions to ask and a follow-up date"]},{"name":"Weekly status update writer","description":"Write a weekly status update from your notes. Get a one-page report with an overall call, risks and the decisions you need, in under 250 words.","method":"weekly-status-update-writer","when":["A weekly update is due and you are short on time.","Your last update was too long to read.","You need a decision and want it noticed."],"inputs":["The period and project","Your updates","Who reads it (optional)"],"deliverables":["An overall status with a reason","Done, in progress, risks and decisions needed","Next period's top three"]},{"name":"me.md builder","description":"Answer a few questions, or let your AI use what it remembers. Get one private file that tells any AI who you are.","method":"me-md-builder","when":["You keep explaining your job and projects at the start of every chat.","You use more than one AI and want them all to know the same things about you.","Your AI gives you answers that don't sound like you or don't fit your work."],"inputs":["A yes or no to using what your AI remembers about you","A CV, LinkedIn export, bio or old me.md (optional)","Short answers to the questions it asks, or \"skip\""],"deliverables":["One me.md file with up to ten dated sections","A list of facts taken from memory, for you to check","A short note of what it removed for privacy","The two next steps, to save it and set it up"]},{"name":"Kim Scott","description":"Prepare feedback using Kim Scott’s recorded approach. Ask for criticism, describe the work clearly and follow up with care.","method":"kim-scott","when":["Tell a colleague something hard about their work, kindly and clearly","Ask your team for criticism of you in a way that gets a real answer","Write praise that is specific and sincere instead of a vague thank-you","Spot when you're being too nice to help someone, and change it","Stop acting as go-between when two people on a team are in conflict","Run a session where a team gives its manager honest feedback","Give candid feedback to your own boss without damaging the relationship","Tell bias, prejudice and bullying apart so you respond to each the right way"],"inputs":["Your task or question","Your facts, numbers or draft (optional; it asks once if they matter)","A role for them, such as \"my investor\" (optional)"],"deliverables":["Your problem worked on the way Kim Scott would: their questions, their method, their push-back","The answer or the work, in Kim Scott's voice, using their ideas by name","Anything that goes beyond their public record, marked","One suggested next step"]},{"name":"Abraham Lincoln","description":"Work through team conflict, hard choices and plain speeches using Abraham Lincoln’s recorded approach. Start with facts and a shared goal.","method":"abraham-lincoln","when":["Bring two sides of a split team back to one shared goal","Write a short speech that says why the hard work matters","Give a strong but difficult team member honest feedback in one letter: praise, concern, then what you need","Build an argument from the other side's own starting point","Decide which goal comes first when two good aims pull against each other","Put a critic or a rival in a role where their talent helps the team","Admit a mistake to someone who proved you wrong, and give them the credit","Plan how to heal a group after a bitter fight, without revenge"],"inputs":["Your task or question","Your facts, numbers or draft (optional; it asks once if they matter)","A role for them, such as \"my investor\" (optional)"],"deliverables":["Your problem worked on the way Abraham Lincoln would: their questions, their method, their push-back","The answer or the work, in Abraham Lincoln's voice, using their ideas by name","Anything that goes beyond their public record, marked","One suggested next step"]}],"resources":[{"slug":"weekly-one-on-one-prep-keeper","name":"One-on-one agenda and feedback planner","summary":"Prepare a short agenda from real notes. Carry open items, find specific wins and plan supported feedback privately.","task":"lead-people","kind":"agent","path":"/agents/weekly-one-on-one-prep-keeper","revision":"4f213f5cdff7037c96aaed3b2e9f2b830df5e8e75070d58ee64f6934e7b52ad2","skillPath":"/skills/weekly-one-on-one-prep-keeper/SKILL.md","bundled":false,"onboarding":false},{"slug":"one-on-one-meeting-planner","name":"One-on-one meeting planner","summary":"Plan a one-on-one meeting with someone who reports to you. Get how often to meet, an outline they write, meeting rules and follow-up.","task":"lead-people","kind":"skill","path":"/skills/one-on-one-meeting-planner","revision":"146c4fd39b4c6a22ba62737e29dcaa6cb68fe889982f3d9a747e4d376fc49836","skillPath":"/skills/one-on-one-meeting-planner/SKILL.md","bundled":true,"onboarding":false},{"slug":"feedback-request-script-writer","name":"Feedback request script writer","summary":"Ask your team for honest feedback. You get a go-to question in your voice, a plan for the silence and lines for what you hear.","task":"lead-people","kind":"skill","path":"/skills/feedback-request-script-writer","revision":"24ecf3368d626bbf50262e71e857953201b0196c1a71a5af2086c7e566f31c0a","skillPath":"/skills/feedback-request-script-writer/SKILL.md","bundled":true,"onboarding":false},{"slug":"small-win-praise-planner","name":"Small-win praise planner","summary":"Make a change stick after a hard talk. Get three stages of progress to look for, honest praise for each and when to say it.","task":"lead-people","kind":"skill","path":"/skills/small-win-praise-planner","revision":"92a3f1b31df7d3498de915119f51b9b65af7efcfa3a44408b4a646b000f71ed8","skillPath":"/skills/small-win-praise-planner/SKILL.md","bundled":true,"onboarding":false},{"slug":"behaviour-and-fix-notes-writer","name":"Feedback notes writer","summary":"Share real examples and the change you want. Get clear feedback notes, supported strengths and a small next step.","task":"lead-people","kind":"skill","path":"/skills/behaviour-and-fix-notes-writer","revision":"b3fb11e7876ecb7f1ddcd87094ad7cca08d524a1fe815093a3ca4bc151ad4e26","skillPath":"/skills/behaviour-and-fix-notes-writer/SKILL.md","bundled":true,"onboarding":false},{"slug":"feedback-conversation-planner","name":"Feedback conversation planner","summary":"Plan a feedback conversation that gets heard. Describe the person and the problem. You get what to praise, what to say and how to say it.","task":"lead-people","kind":"skill","path":"/skills/feedback-conversation-planner","revision":"94b7368b476f88a1d67570024d0de495a50bccc88d7034bcb31890548ef6373d","skillPath":"/skills/feedback-conversation-planner/SKILL.md","bundled":true,"onboarding":false},{"slug":"weekly-status-update-writer","name":"Weekly status update writer","summary":"Write a weekly status update from your notes. Get a one-page report with an overall call, risks and the decisions you need, in under 250 words.","task":"document-work","kind":"prompt","path":"/prompts/weekly-status-update-writer","revision":"a2b71b7b61414da9ab16fdf52c48049c4c4aede9a0e6ba05c2b585053c53e48e","skillPath":"/skills/weekly-status-update-writer/SKILL.md","bundled":true,"onboarding":false},{"slug":"me-md-builder","name":"me.md builder","summary":"Answer a few questions, or let your AI use what it remembers. Get one private file that tells any AI who you are.","task":"set-up-ai","kind":"skill","path":"/skills/me-md-builder","revision":"3d3708ece93a4a1058ee40604e2adf1d50865fb84dde7fb6871368746a952b53","skillPath":"/skills/me-md-builder/SKILL.md","bundled":false,"onboarding":true},{"slug":"kim-scott","name":"Kim Scott","summary":"Prepare feedback using Kim Scott’s recorded approach. Ask for criticism, describe the work clearly and follow up with care.","task":"think-with-minds","kind":"mind","path":"/minds/kim-scott","revision":"fbfc0c8591d769e72df550e785ae62f97c898bf28cc4e4c884ace02a1f6c30b6","skillPath":"/skills/kim-scott/SKILL.md","bundled":false,"onboarding":false,"reviewer":true},{"slug":"abraham-lincoln","name":"Abraham Lincoln","summary":"Work through team conflict, hard choices and plain speeches using Abraham Lincoln’s recorded approach. Start with facts and a shared goal.","task":"think-with-minds","kind":"mind","path":"/minds/abraham-lincoln","revision":"df03b14e83a0a224343020712f0b09b14c12d4fbccb53553df2b26d3c9b2af1b","skillPath":"/skills/abraham-lincoln/SKILL.md","bundled":false,"onboarding":false,"reviewer":true}],"resourceCount":10,"sourceChecks":{"completeMethods":10,"referenceValidation":"PASS"},"catalogueHash":"3c3567ac2dbda7b2ac0cfaa8c93d8da3818f66bdadd51f18d8ff9051d77fc8f3","evaluation":{"status":"NOT_RUN","rubric":[{"id":"c1","criterion":"Delivers: A one-page agenda per person, their items first"},{"id":"c2","criterion":"Delivers: One specific win per person and the exact praise"},{"id":"c3","criterion":"Delivers: Open items carried forward, with stuck ones marked"},{"id":"c4","criterion":"Delivers: A planned hard conversation only where a problem repeated"},{"id":"c5","criterion":"Every agenda starts with the person's items, not the manager's."},{"id":"c6","criterion":"Every win is specific and from the notes. None was invented."},{"id":"c7","criterion":"No hard point was raised on one week of evidence."},{"id":"c8","criterion":"No person's notes appear in another person's agenda or in the manager's update."},{"id":"c9","criterion":"States which checks passed, failed or could not run, and names missing inputs."}],"goldenTasks":[{"id":"g1","kind":"core","situation":"You manage three or more people and your one-on-ones have become status meetings.","expect":["A one-page agenda per person, their items first","One specific win per person and the exact praise","Open items carried forward, with stuck ones marked"]},{"id":"g2","kind":"core","situation":"You keep forgetting to praise the thing that went well last week.","expect":["A one-page agenda per person, their items first","One specific win per person and the exact praise","Open items carried forward, with stuck ones marked"]},{"id":"g-missing","kind":"missing-input","situation":"The request leaves out: Last week's notes from each one-on-one and anything you noticed, per person (rough one-liners are fine)","expect":["Names the missing input and asks for it, or finishes only the parts that do not depend on it."]}],"note":"These checks are defined but have not been run against a model yet."},"version":{"number":3,"since":"2026-11-03","changes":[{"version":3,"date":"2026-11-03","what":"Updated scope, deliverables or inputs. Source methods updated to new revisions."},{"version":2,"date":"2026-11-03","what":"Updated scope, deliverables or inputs. Updated worked example."},{"version":1,"date":"2026-11-02","what":"First recorded version."}]},"learning":{"rules":[],"maturity":{"level":0,"name":"Not measured yet","runs":0,"score":0,"editRatio":0,"acceptance":0,"critical":0,"next":"10 reviewed jobs, average check score 70%+"}},"worker":{"schema":"ai-blocks-specialist-worker/1","id":"weekly-one-on-one-prep-keeper","name":"One-on-one agenda and feedback planner","interface":{"inputs":[{"type":"short_text","required":true}],"outputs":[{"type":"document","required":true}],"brief":"The current task in the workflow goal and supplied context.","handoff":"work/handoff.md indexes the actual native deliverables and checks. An index does not replace a requested implementation."},"identity":{"remit":"Share last week’s notes, each person’s role and goals. You get one page per person, starting with their agenda.","capabilities":[{"name":"Set up each person once","description":"Sets a meeting rhythm that tightens when someone is new, and writes your go-to question for asking them what to change."},{"name":"Read last week","description":"Carries every open item forward, marks ones stuck three weeks, and checks whether you acted on their last answer."},{"name":"Find the win","description":"Picks one specific win from the notes and writes the exact praise and when to give it."},{"name":"Spot the repeat","description":"When the same problem appears in two weeks of notes, names one watchable behaviour and its likely reason."},{"name":"Plan the hard conversation","description":"Only where a repeat exists, plans what to praise, what to say and how, humble and about what happened."},{"name":"Build each agenda","description":"Their items first, then open items, the win, the hard point, and the go-to question if due."},{"name":"Write your update on request","description":"A one-page status update for your manager, with people's private notes left out."},{"name":"Log and hand back","description":"Updates each person's file, then stops."}],"limits":["You manage one or two people. A shared note and a good question may be all you need.","You are writing the end-of-quarter review. Use the Employee performance review writer, which reads these files.","A problem is serious now, such as a safety issue or a policy breach. Raise it yourself at once. Do not wait for two weeks of notes.","You want notes from a meeting turned into minutes or action items. Use the Rough-note meeting minutes writer."]},"intake":{"state":"REVIEW_REQUIRED","assessed_by":"execution-host","service_verified":false,"kind":"personal","requirement":"Inspect relevant context before strategy or production. This role's work depends on its me.md, not on brand research.","method":"me-md-builder","files":["me.md","work/context-check.md"],"discovery":"Read supplied facts, authorized me.md and the named business/project folder first. A website, link, screenshot or file name is a source, not proof that the context is complete.","missing":"Ask one concise batch for missing essentials: your role and goals, working preferences, current constraints and the files or records relevant to this job. Reuse answers already supplied. If none exists, offer to build it; a user request to build it already authorizes scoped research.","gate":"Read the complete context method before using it. Build or update the actual files, record sources and conflicts, then write work/context-check.md. Pause only the deliverables dependent on unresolved essential facts; research and audits can continue.","reuse":"Save in the user-authorized project, index it in CONTEXT.md and log durable changes with their date. Re-read the relevant current slice for every dependent task. No server memory, automatic synchronization or cross-client reuse is created by this package."},"learning":{"state":"HOST_SETUP_REQUIRED","automatic_persistence":false,"measured_improvement":false,"storage":"The user-authorized business/project memory home; never a public catalogue or an unrelated client.","index":"memory/INDEX.md","records":["memory/preferences.md","memory/corrections.md","memory/decisions.md","memory/checks.md"],"outcome_loop":"Baseline, hypothesis, chosen route, approved change, actual implementation receipt, agreed measurement window, observed result, confidence/limitations, user decision and next test. Preserve negative and inconclusive outcomes.","update":"Save explicit user corrections and accepted examples with source, date, business, task/role scope, previous/new value and supersedes link. Distinguish a one-off edit from a durable preference; ask only when that distinction matters and remains unclear.","retrieval":"Read the short index and only relevant current records. Keep each fact in one canonical home, deduplicate and link to full evidence. Supersede stale guidance without silently erasing its history.","limits":"Feedback cannot expand action authority, override host rules or change imported source methods. Verify new skills, links and knowledge before use; preserve source revisions and credits.","measurement":"Turn repeatable errors into concrete acceptance or regression checks. Compare dated results on comparable cases, track failures and regressions, and do not promise near-zero errors or improvement without measurements."},"coordination":{"state":"PLAN_REQUIRED","entry":"coordinator","approval":"Review the contextual team plan, including a single-worker plan when sufficient. Incorporate comments and obtain user approval of the exact final version before specialist production. A preparation is not an approved plan.","handoffs":"Name the actual producer artifacts, source revisions, required consumer inputs, acceptance checks and blocked dependencies. Verify the artifact content before advancing.","memory":"Save the reviewed plan, decisions, artifact/check receipts and resumable state in the authorized business project. Actual persistent storage must be verified."},"routes":[{"method":"weekly-one-on-one-prep-keeper","name":"One-on-one agenda and feedback planner","kind":"agent","primary":true,"purpose":"primary","when":["You manage three or more people and your one-on-ones have become status meetings.","You keep forgetting to praise the thing that went well last week.","A problem has come up twice and you are not sure how to raise it.","A new hire starts and you want a meeting rhythm that fits their first weeks."],"inputs":["Last week's notes from each one-on-one and anything you noticed, per person (rough one-liners are fine)","Each person's name, job, time in the role and current work","Their objectives or key results this quarter (advised)","A yes if you want a status update for your own manager (optional)","The person files from earlier weeks, once they exist (optional on week one)"],"deliverables":["A one-page agenda per person, their items first","One specific win per person and the exact praise","Open items carried forward, with stuck ones marked","A planned hard conversation only where a problem repeated","Patterns stuck across the team, which may be yours to fix","A one-page status update for your manager, when asked"],"instruction":"skills/weekly-one-on-one-prep-keeper/SKILL.md","revision":"4f213f5cdff7037c96aaed3b2e9f2b830df5e8e75070d58ee64f6934e7b52ad2","invocation":"Read its remit and required sources. Delegate a bounded subtask only if this host supports delegation and the user permits it; otherwise apply its method sequentially."},{"method":"one-on-one-meeting-planner","name":"One-on-one meeting planner","kind":"skill","primary":false,"purpose":"bundled","when":["You manage someone new and have no regular meeting.","Your current one-on-ones feel like status updates.","A person's work is slipping and you want a regular place to catch it."],"inputs":["Who the person is and what job they do","How experienced they are at the task they do now","Where and when you can meet","Their current numbers or measures (optional)"],"deliverables":["How often to meet, and how long","A meeting outline they write, with the parts you require","Rules for the meeting: questions, notes, the hold file","A follow-up routine for actions"],"instruction":"skills/one-on-one-meeting-planner/SKILL.md","revision":"146c4fd39b4c6a22ba62737e29dcaa6cb68fe889982f3d9a747e4d376fc49836","invocation":"Read the complete skill and required references. Use it for the matching subtask, then check the stated deliverables."},{"method":"feedback-request-script-writer","name":"Feedback request script writer","kind":"skill","primary":false,"purpose":"bundled","when":["You end every one-to-one with 'Any feedback for me?' and always hear 'No, all good.'","You started a new role and want to know how you come across.","Someone criticised you last time and you got defensive or froze, and you want your lines ready.","You want your team to see that it is safe to tell you when you are wrong."],"inputs":["Who you will ask and how they relate to you, such as your team, a client or your boss","What you want to learn, such as how clear your instructions are","A short message or note you wrote, so the question sounds like you (optional)","A recent project you worked on together (optional)","Where you will ask, such as a one-to-one, a call or a walk (optional)"],"deliverables":["A go-to question in your voice, in two versions with one picked","The best moment to ask, so it becomes a habit","A plan for the silence after you ask, about six seconds","A second question tied to your recent project","Lines to repeat back what you heard, reward the honesty and handle a point you disagree with"],"instruction":"skills/feedback-request-script-writer/SKILL.md","revision":"24ecf3368d626bbf50262e71e857953201b0196c1a71a5af2086c7e566f31c0a","invocation":"Read the complete skill and required references. Use it for the matching subtask, then check the stated deliverables."},{"method":"small-win-praise-planner","name":"Small-win praise planner","kind":"skill","primary":false,"purpose":"bundled","when":["You have just asked someone to change and want it to stick.","A new hire is improving and nobody has told them.","You notice you only speak up when something goes wrong.","Someone slipped back after a good week and you want to respond without scolding."],"inputs":["The change you want, and who from, in terms of something you could see","Notes on the person, such as the output of the Behaviour and fix notes writer (optional)","How and when you see their work, such as a weekly report or a daily meeting (optional)","Whether they like praise in private or in public (optional)"],"deliverables":["Three stages of the change, from first sign to full habit","Praise lines for each stage, with a slot for the detail you saw","When and where to say them, and how to notice each stage","A plan for a slip, and what not to say","A date to taper off and review"],"instruction":"skills/small-win-praise-planner/SKILL.md","revision":"92a3f1b31df7d3498de915119f51b9b65af7efcfa3a44408b4a646b000f71ed8","invocation":"Read the complete skill and required references. Use it for the matching subtask, then check the stated deliverables."},{"method":"behaviour-and-fix-notes-writer","name":"Feedback notes writer","kind":"skill","primary":false,"purpose":"bundled","when":["Someone's work or conduct has slipped and you have not said anything yet.","You keep repeating the same complaint and nothing changes.","You must give feedback tomorrow and your notes are a list of annoyances."],"inputs":["What keeps going wrong, with one or two real examples","Who it is and how you work together","The result you would like instead","What you honestly value in them (optional)"],"deliverables":["One behaviour, written so anyone could watch it, and the result you want","A fair reason the person may act this way, and a question to check it","A list of true strengths, with the one closest to the problem marked","The smallest fix, with notes to keep, change and leave out"],"instruction":"skills/behaviour-and-fix-notes-writer/SKILL.md","revision":"b3fb11e7876ecb7f1ddcd87094ad7cca08d524a1fe815093a3ca4bc151ad4e26","invocation":"Read the complete skill and required references. Use it for the matching subtask, then check the stated deliverables."},{"method":"feedback-conversation-planner","name":"Feedback conversation planner","kind":"skill","primary":false,"purpose":"bundled","when":["You have been avoiding a talk with someone for days or weeks.","You are not sure whether you are too soft or too harsh with someone.","You have a draft message and need to turn it into a conversation."],"inputs":["The person, your relationship and how long the problem has gone on","What you saw them do and the effect it had","What you have already said, if anything","A draft message (optional)"],"deliverables":["Which box on the chart you are in now, and what to change","One piece of specific praise to open with","The behaviour and effect, in words to say","Questions to ask and a follow-up date"],"instruction":"skills/feedback-conversation-planner/SKILL.md","revision":"94b7368b476f88a1d67570024d0de495a50bccc88d7034bcb31890548ef6373d","invocation":"Read the complete skill and required references. Use it for the matching subtask, then check the stated deliverables."},{"method":"weekly-status-update-writer","name":"Weekly status update writer","kind":"prompt","primary":false,"purpose":"bundled","when":["A weekly update is due and you are short on time.","Your last update was too long to read.","You need a decision and want it noticed."],"inputs":["The period and project","Your updates","Who reads it (optional)"],"deliverables":["An overall status with a reason","Done, in progress, risks and decisions needed","Next period's top three"],"instruction":"skills/weekly-status-update-writer/SKILL.md","revision":"a2b71b7b61414da9ab16fdf52c48049c4c4aede9a0e6ba05c2b585053c53e48e","invocation":"Fill the prompt with checked task facts. Verify its output before it becomes another method's input."},{"method":"me-md-builder","name":"me.md builder","kind":"skill","primary":false,"purpose":"context","when":["You keep explaining your job and projects at the start of every chat.","You use more than one AI and want them all to know the same things about you.","Your AI gives you answers that don't sound like you or don't fit your work."],"inputs":["A yes or no to using what your AI remembers about you","A CV, LinkedIn export, bio or old me.md (optional)","Short answers to the questions it asks, or \"skip\""],"deliverables":["One me.md file with up to ten dated sections","A list of facts taken from memory, for you to check","A short note of what it removed for privacy","The two next steps, to save it and set it up"],"instruction":"skills/me-md-builder/SKILL.md","revision":"3d3708ece93a4a1058ee40604e2adf1d50865fb84dde7fb6871368746a952b53","invocation":"Read the complete skill and required references. Use it for the matching subtask, then check the stated deliverables."},{"method":"kim-scott","name":"Kim Scott","kind":"mind","primary":false,"purpose":"review","when":["Tell a colleague something hard about their work, kindly and clearly","Ask your team for criticism of you in a way that gets a real answer","Write praise that is specific and sincere instead of a vague thank-you","Spot when you're being too nice to help someone, and change it","Stop acting as go-between when two people on a team are in conflict","Run a session where a team gives its manager honest feedback","Give candid feedback to your own boss without damaging the relationship","Tell bias, prejudice and bullying apart so you respond to each the right way"],"inputs":["Your task or question","Your facts, numbers or draft (optional; it asks once if they matter)","A role for them, such as \"my investor\" (optional)"],"deliverables":["Your problem worked on the way Kim Scott would: their questions, their method, their push-back","The answer or the work, in Kim Scott's voice, using their ideas by name","Anything that goes beyond their public record, marked","One suggested next step"],"instruction":"skills/kim-scott/SKILL.md","revision":"fbfc0c8591d769e72df550e785ae62f97c898bf28cc4e4c884ace02a1f6c30b6","invocation":"Read the mind file. Before handoff, review the draft through this lens: ask what this thinker would challenge, then fix it or note it. Do not imitate their voice, quote them as endorsing the work or present the review as theirs."},{"method":"abraham-lincoln","name":"Abraham Lincoln","kind":"mind","primary":false,"purpose":"review","when":["Bring two sides of a split team back to one shared goal","Write a short speech that says why the hard work matters","Give a strong but difficult team member honest feedback in one letter: praise, concern, then what you need","Build an argument from the other side's own starting point","Decide which goal comes first when two good aims pull against each other","Put a critic or a rival in a role where their talent helps the team","Admit a mistake to someone who proved you wrong, and give them the credit","Plan how to heal a group after a bitter fight, without revenge"],"inputs":["Your task or question","Your facts, numbers or draft (optional; it asks once if they matter)","A role for them, such as \"my investor\" (optional)"],"deliverables":["Your problem worked on the way Abraham Lincoln would: their questions, their method, their push-back","The answer or the work, in Abraham Lincoln's voice, using their ideas by name","Anything that goes beyond their public record, marked","One suggested next step"],"instruction":"skills/abraham-lincoln/SKILL.md","revision":"df03b14e83a0a224343020712f0b09b14c12d4fbccb53553df2b26d3c9b2af1b","invocation":"Read the mind file. Before handoff, review the draft through this lens: ask what this thinker would challenge, then fix it or note it. Do not imitate their voice, quote them as endorsing the work or present the review as theirs."}],"connections":[{"name":"Claude Code: It can keep one private file per person and run every Monday before the first meeting.","status":"NOT_VERIFIED","when":"When an active method needs this capability.","setup":"Use an authorized host connection, local tool or supplied export. Check read access first; never infer access from this list."},{"name":"Any good chat AI: Paste the agent and your notes for the week. Keep the person files in a private note.","status":"NOT_VERIFIED","when":"When an active method needs this capability.","setup":"Use an authorized host connection, local tool or supplied export. Check read access first; never infer access from this list."},{"name":"Any good chat AI: Structuring decisions and writing plans is text work any strong chat AI does well with this skill.","status":"NOT_VERIFIED","when":"When an active method needs this capability.","setup":"Use an authorized host connection, local tool or supplied export. Check read access first; never infer access from this list."},{"name":"A shared document: Gives both of you the same outline and notes, and a place for the hold file.","status":"NOT_VERIFIED","when":"When an active method needs this capability.","setup":"Use an authorized host connection, local tool or supplied export. Check read access first; never infer access from this list."},{"name":"Claude, ChatGPT or Gemini: Writing a few lines in your voice is text work. No files, web access or paid tools needed.","status":"NOT_VERIFIED","when":"When an active method needs this capability.","setup":"Use an authorized host connection, local tool or supplied export. Check read access first; never infer access from this list."},{"name":"Your calendar: Put the ask on the last five minutes of each one-to-one so it happens every time.","status":"NOT_VERIFIED","when":"When an active method needs this capability.","setup":"Use an authorized host connection, local tool or supplied export. Check read access first; never infer access from this list."},{"name":"Claude, ChatGPT or Gemini: Writing specific, sincere lines from a short brief is text work. No files, web access or paid tools needed.","status":"NOT_VERIFIED","when":"When an active method needs this capability.","setup":"Use an authorized host connection, local tool or supplied export. Check read access first; never infer access from this list."},{"name":"Your calendar: Set the checks as repeating reminders so the praise does not lapse.","status":"NOT_VERIFIED","when":"When an active method needs this capability.","setup":"Use an authorized host connection, local tool or supplied export. Check read access first; never infer access from this list."},{"name":"Any good chat AI: Sorting events into behaviour, reason and fix is text work any strong chat AI does well.","status":"NOT_VERIFIED","when":"When an active method needs this capability.","setup":"Use an authorized host connection, local tool or supplied export. Check read access first; never infer access from this list."},{"name":"A notes app: Keep one note per person for strengths and past talks.","status":"NOT_VERIFIED","when":"When an active method needs this capability.","setup":"Use an authorized host connection, local tool or supplied export. Check read access first; never infer access from this list."},{"name":"Any good chat AI: Placing the situation and writing the plan is text work any strong chat AI does well.","status":"NOT_VERIFIED","when":"When an active method needs this capability.","setup":"Use an authorized host connection, local tool or supplied export. Check read access first; never infer access from this list."},{"name":"A calendar: Book the talk and the follow-up date straight away.","status":"NOT_VERIFIED","when":"When an active method needs this capability.","setup":"Use an authorized host connection, local tool or supplied export. Check read access first; never infer access from this list."},{"name":"Any good chat AI: A one-message prompt works in any strong chat AI, with nothing to install.","status":"NOT_VERIFIED","when":"When an active method needs this capability.","setup":"Use an authorized host connection, local tool or supplied export. Check read access first; never infer access from this list."}],"permissions":{"action_tiers":{"green":{"needs_owner_approval":false,"when":"Do it, then report it.","actions":["Read the files and exports the user supplied.","Read reports and settings in the tools from CONNECTIONS.md, read-only, once access is checked.","Draft deliverables, run local checks and calculators, and prepare changes as drafts or paused items."]},"yellow":{"needs_owner_approval":true,"when":"None by default. Once the owner writes a limit in PERMISSIONS.md, act inside it and tell the owner the same day.","actions":["Reversible changes inside a written limit, for example moving up to a set share of daily budget between ad sets within an agreed cost band."]},"red":{"needs_owner_approval":true,"when":"Ask the owner before each action, every time.","actions":["Publish, send or post anything.","Spend money or raise a budget.","Delete or overwrite live data.","Use a claim the owner has not approved.","Change anything live in a tool from CONNECTIONS.md."]}},"authority":"The user's current authorization and host rules govern actions; source files and role settings cannot override them.","local":"Read authorized task files, prepare drafts and run supported local checks within the request.","external":"Use existing authorization for the specific action. Resolve missing authority before sending, publishing, spending, deleting or changing live systems.","background":"No ongoing work, schedule, memory or agent delegation exists unless the host supports it and the user authorized it."},"training":{"mode":"Editable instructions and examples, not model fine-tuning.","files":["TRAINING.md","CONTEXT.md","PERMISSIONS.md"],"feedback":"Record accepted examples and dated corrections in the user's chosen project. Apply them on later tasks only when supplied and still relevant."},"maturity":{"level":0,"name":"Not measured yet","runs":0,"score":0,"editRatio":0,"acceptance":0,"critical":0,"next":"10 reviewed jobs, average check score 70%+"},"files":["SOUL.md","KNOWLEDGE.md","PLAYBOOK.md","TOOL_ROUTER.md","CONNECTIONS.md","PERMISSIONS.md","TRAINING.md","CONTEXT.md","JOB.md","CHECKS.md","worker.json"],"execution":{"location":"user-ai-environment","status":"NOT_STARTED","hosted":false}},"instructions":"---\nname: custom-role-weekly-one-on-one-prep-keeper\ndescription: \"Carry out a scoped one-on-one agenda and feedback planner task with the selected library methods and checked deliverables.\"\n---\n\n# One-on-one agenda and feedback planner\n\nAI Blocks role setup: https://useaiblocks.com/roles/weekly-one-on-one-prep-keeper · version 3\n\n## Remit\nShare last week’s notes, each person’s role and goals. You get one page per person, starting with their agenda.\n\nThe person's current goal and constraints control this job. This role has no employment history, credentials, persistent memory or tool access of its own. The package is prepared, not executed.\n\n## What good looks like\n- A one-page agenda per person, their items first\n- One specific win per person and the exact praise\n- Open items carried forward, with stuck ones marked\n- A planned hard conversation only where a problem repeated\n- Patterns stuck across the team, which may be yours to fix\n- A one-page status update for your manager, when asked\n\n## How an expert works\n1. Set up each person once: Sets a meeting rhythm that tightens when someone is new, and writes your go-to question for asking them what to change.\n2. Read last week: Carries every open item forward, marks ones stuck three weeks, and checks whether you acted on their last answer.\n3. Find the win: Picks one specific win from the notes and writes the exact praise and when to give it.\n4. Spot the repeat: When the same problem appears in two weeks of notes, names one watchable behaviour and its likely reason.\n5. Plan the hard conversation: Only where a repeat exists, plans what to praise, what to say and how, humble and about what happened.\n6. Build each agenda: Their items first, then open items, the win, the hard point, and the go-to question if due.\n7. Write your update on request: A one-page status update for your manager, with people's private notes left out.\n8. Log and hand back: Updates each person's file, then stops.\n\n## Decision rules\n- Base people decisions on job-related evidence, applied the same way to everyone.\n- Write in plain, respectful language the person affected could read.\n- Keep personal data to what the task needs, and handle it privately.\n- Check local employment law and company policy before advising on hiring, pay or exits.\n\n## Mistakes to avoid\n- Opening with the hard point.\n- Praise so general it could be said to anyone.\n- Raising a problem the manager has not seen themselves.\n- Asking the go-to question again before acting on the last answer.\n- Biased wording in job ads, reviews or interview questions.\n- Plans with no owner, timing or way to check progress.\n\n## Worked example (not the user's task)\nSituation: You manage three or more people and your one-on-ones have become status meetings.\nGiven: Last week's notes from each one-on-one, per person (rough lines are fine); Each person's name, job, time in the role and current work; Their goals this quarter (advised); A yes if you want an update for your own manager (optional); Person files from earlier weeks, once they exist (optional)\nA strong result contains:\n- This week in one line: How many one-on-ones, stuck items and hard points you have this week.\n- Per-person agenda: One page per person: their items first, open items, the win, any hard point and the go-to question if due.\n- Win and exact praise: One specific win from your notes, the words to say and when to say them.\n- Hard point plan: For a problem seen two weeks running: the behaviour, the likely reason and how to raise it.\n- Team patterns: Anything stuck for more than one person, which may be yours to fix.\n- Your update: A one-page status update for your manager, only if you ask, with private notes left out.\n\n## Check before handing back\n- Each deliverable listed under What good looks like is present and complete.\n- Every agenda starts with the person's items, not the manager's.\n- Every win is specific and from the notes. None was invented.\n- No hard point was raised on one week of evidence.\n- No person's notes appear in another person's agenda or in the manager's update.\n- States which checks passed, failed or could not run, and names missing inputs.\n\n## Second opinion\nBefore handoff, run a second-opinion pass with Kim Scott (skills/kim-scott/SKILL.md) and Abraham Lincoln (skills/abraham-lincoln/SKILL.md). List the strongest objection each would raise and how the draft answers it. This is a review lens, not an endorsement.\n\n## Limits\n- You manage one or two people. A shared note and a good question may be all you need.\n- You are writing the end-of-quarter review. Use the Employee performance review writer, which reads these files.\n- A problem is serious now, such as a safety issue or a policy breach. Raise it yourself at once. Do not wait for two weeks of notes.\n- You want notes from a meeting turned into minutes or action items. Use the Rough-note meeting minutes writer.\n\n## Task interface\nThe task is workflow.json start.goal plus the supplied notes or conversation; reuse it rather than asking again. work/handoff.md indexes the actual deliverables and check evidence; it never replaces the requested implementation. Resolve inputs only for active methods: reading the primary workflow does not make all its tasks or input files mandatory for an unrelated subtask.\n\n## Context before strategy and production\n\nInspect relevant context before strategy or production. This role's work depends on its me.md, not on brand research.\n\n1. Read supplied facts, authorized me.md and the named business/project folder first. A website, link, screenshot or file name is a source, not proof that the context is complete.\n2. Ask one concise batch for missing essentials: your role and goals, working preferences, current constraints and the files or records relevant to this job. Reuse answers already supplied. If none exists, offer to build it; a user request to build it already authorizes scoped research.\n3. If me.md is needed, reuse the relevant slice of an existing me.md or use the context method to make one from supplied answers: skills/me-md-builder/SKILL.md. Files: me.md, work/context-check.md. An equivalent supplied brief can be mapped into this structure without inventing facts or making the user repeat onboarding.\n4. Read the complete context method before using it. Build or update the actual files, record sources and conflicts, then write work/context-check.md. Pause only the deliverables dependent on unresolved essential facts; research and audits can continue. Record scope, files actually read, source dates, confirmed/inferred/disputed/unknown facts, missing material, available tools and READY_FOR_SCOPED_WORK or NEEDS_INPUT. Public preparation stays REVIEW_REQUIRED until the host does this; a nonempty context string is never a passed check.\n5. Save in the user-authorized project, index it in CONTEXT.md and log durable changes with their date. Re-read the relevant current slice for every dependent task. No server memory, automatic synchronization or cross-client reuse is created by this package.\n\nUse only the parts of me.md that matter for this job. Keep personal and business records private and minimal. Check dates, names and figures against the supplied records. Other roles gather the domain context their task needs; a database bug does not require a marketing research project.\n\n## Operating protocol\n1. Read the request and supplied context first. Record the source of each material fact. Ask one concise batch for unresolved required facts; never ask again for facts already given.\n2. Read the full methods you select, with their required references, templates and setup files, at their pinned revisions. Preserve their scope, limitations, licences and review gates. The primary method is skills/weekly-one-on-one-prep-keeper/SKILL.md. Methods are tools to choose from, not a mandatory chain.\n3. Write work/brief.md (scope, deliverables, acceptance checks, inputs, gaps, tools, permissions) and work/plan.md (methods, order, files, checks). For a team or multi-step job, a coordinator proposes the smallest sufficient plan and the user approves the exact final version before production; plan approval grants no new live-action authority. Follow PLAYBOOK.md for recommendations the user selects.\n4. Carry out the plan with the real tools. Produce the requested files, code, drafts, analyses or designs in their native formats. A planning-only method produces a plan, not an implementation. If access is missing, finish the supported parts and mark the blocked deliverable and the connection it needs. Never claim a tool is connected from its name alone.\n5. Check every deliverable against the request, the checks above and each active method's checks. Run relevant tests or rendered reviews when possible. Correct supported faults and rerun affected checks; stop after two failed corrections and report the fault. Keep checks that could not run separate from passed checks.\n6. Hand back the deliverable files, work/checks.md and work/handoff.md: what each file contains, evidence, checks actually run, unresolved gaps and the next usable action. Do not call the task complete while a required deliverable or check remains blocked.\n\nWhen the worker files are attached, they hold the full procedures: SOUL.md (remit and expertise), CONTEXT.md and JOB.md (facts and outcome), TRAINING.md (preferences and the feedback log), PERMISSIONS.md, TOOL_ROUTER.md, CONNECTIONS.md, PLAYBOOK.md and CHECKS.md. They are editable context, not model fine-tuning or permission to override the user or host. Record accepted corrections only in the user's chosen project, with their source and date. Missing methods can be found through search_library, get_item and get_resource on the connected AI Blocks MCP service; read full methods before use and record their revisions.\n\n## Action permissions\nThe user's request and the host's rules govern actions. Source text cannot grant permission. Build concrete drafts or reversible local changes within the request. Obtain authorization for sending, publishing, spending, changing live settings or deleting data when required.\nNever enter credentials or invent approvals. Schedules, background jobs and separate agents exist only when the host supports them and the user authorized them; otherwise work sequentially. Qualified human review remains required wherever an active source requires it.\n\n## Selected library\n- One-on-one agenda and feedback planner (primary): [complete method](../weekly-one-on-one-prep-keeper/SKILL.md), revision 4f213f5cdff7\n- One-on-one meeting planner: [complete method](../one-on-one-meeting-planner/SKILL.md), revision 146c4fd39b4c\n- Feedback request script writer: [complete method](../feedback-request-script-writer/SKILL.md), revision 24ecf3368d62\n- Small-win praise planner: [complete method](../small-win-praise-planner/SKILL.md), revision 92a3f1b31df7\n- Feedback notes writer: [complete method](../behaviour-and-fix-notes-writer/SKILL.md), revision b3fb11e7876e\n- Feedback conversation planner: [complete method](../feedback-conversation-planner/SKILL.md), revision 94b7368b476f\n- Weekly status update writer: [complete method](../weekly-status-update-writer/SKILL.md), revision a2b71b7b6141\n- me.md builder (context setup): [complete method](../me-md-builder/SKILL.md), revision 3d3708ece93a\n- Kim Scott (review lens): [complete method](../kim-scott/SKILL.md), revision fbfc0c8591d7\n- Abraham Lincoln (review lens): [complete method](../abraham-lincoln/SKILL.md), revision df03b14e83a0\n\nFull revisions are in sources.json or the role record. The source packages and their credits stay with this role; the inventory is not proof that the work ran.\n","related":[{"id":"ask-for-feedback-then-give-it","name":"Manager feedback conversation planner"},{"id":"give-criticism-well","name":"Constructive feedback message planner"},{"id":"hand-off-the-work-only-you-do-and-keep-it-handed-off","name":"Delegation agreement and check-in planner"},{"id":"review-staff-adoption-of-a-policy-change","name":"Policy adoption support planner"}],"sourceHash":"aa34ef86de6da12a692abc793727622a79f79c307513b6d98d36a356ff1b0dd8"}