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Found 34 Skills
Covers both giving and getting feedback — structures and scripts feedback conversations (positive, constructive, or behavioral) and provides techniques for drawing honest feedback from your own team. Produces SBI-framed feedback statements, opening lines for hard conversations, scripts for real situations, ways to handle resistance, and methods for extracting real feedback from reports. Use when the user wants to give someone feedback, says "how do I tell someone," "this person is struggling," "address a behavior," "hard conversation," "someone is underperforming," "praise this person," "write feedback for," "I need to say something," "difficult conversation," "get feedback from my team," "my team won't give me feedback," "blind spots," or "what does my team think of me." Do NOT use for formal annual or performance reviews (use performance-reviews) or sensitive HR situations that go beyond feedback (use difficult-situations).
Helps engineering managers measure and improve team delivery — produces a history of why common metrics fail, the DORA four-key-metrics framework (deployment frequency, lead time, change failure rate, MTTR), DevEx's three dimensions (feedback loops, cognitive load, flow state), a translation layer from engineering metrics to business outcomes, and a list of measurement anti-patterns to avoid. Use when the user says "how do I measure productivity," "DORA metrics," "velocity," "cycle time," "developer experience," "DevEx," "how do I show our team is performing well," "metrics for engineering," "team is slow," "engineering performance," or "connect engineering to business." Do NOT use for managing an underperforming individual — use performance-reviews instead.
Comprehensive code review checklist for Go projects. Evaluates code quality, idiomatic patterns, error handling, naming, package structure, and test coverage. Use when reviewing Go code, PRs, or before merging changes. Trigger examples: "review this code", "check this PR", "code review", "review Go file". Do NOT use for security-specific audits (use go-security-audit) or performance-specific analysis (use go-performance-review).
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).
Provides situational playbooks for high-stakes edge cases that don't fit the standard management toolkit — produces step-by-step guidance for inappropriate team behavior, an engineer badmouthing your manager, letting someone go when circumstances are hard, manager quitting guilt, and handling layoffs (for both those leaving and those staying). Use when the user says "don't know how to handle this," "someone said something inappropriate," "engineer said something offensive," "developer talks badly about my manager," "letting someone go when their situation is hard," "I feel guilty about leaving my job," or "handling a layoff." Do NOT use for standard underperformance management (use performance-reviews) or giving direct feedback (use feedback).
Manage for output using Grove's "High Output Management": a manager's output is their organization's output, raised by high-leverage activities. Use when the user mentions "high output management", "managerial leverage", "one-on-ones", "1:1 agenda", "OKRs", "performance review", "task-relevant maturity", "delegation", "meeting overload", "new manager", "how do I run a 1:1", or "just got promoted to manager". Also trigger when structuring a manager's calendar and meeting cadence, designing team metrics, running planning, coaching delegation, or preparing performance reviews. Covers leverage, production principles, meetings as the medium of management, decisions, OKRs, and task-relevant maturity. For intrinsic motivation, see drive-motivation. For a company operating system, see traction-eos.
Perform comprehensive code reviews with best practices, security checks, and constructive feedback. Use when reviewing pull requests, analyzing code quality, checking for security vulnerabilities, or providing code improvement suggestions.
Automated code review for pull requests using specialized review patterns. Analyzes code for quality, security, performance, and best practices. Use when reviewing code changes, PRs, or doing code audits.
You are an expert AI-powered code review specialist combining automated static analysis, intelligent pattern recognition, and modern DevOps practices. Leverage AI tools (GitHub Copilot, Qodo, GPT-5, C
After an agentic task completes, perform a retrospective analysis across 6 dimensions (goal alignment, efficiency, decision quality, error handling, communication, reusability). Score performance, identify inefficiency patterns, evaluate skill usage, and produce actionable improvement recommendations. Triggers on "how did it go", "retrospective", "review performance", "what could be better", or after any long agentic task completes.
Review code for performance: complexity, database/query efficiency, I/O and network cost, memory and allocation behavior, concurrency contention, caching, and latency/throughput regressions. Cognitive-only atomic skill; output is a findings list.
Use this skill when designing OKR systems, writing performance reviews, running calibration sessions, creating PIPs, or building career ladders. Triggers on OKRs, performance reviews, calibration, PIPs, career ladders, leveling frameworks, feedback cycles, and any task requiring performance management system design.