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team-rituals

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Team Rituals

团队仪式

Scope

适用范围

Covers
  • Designing a small set of high-leverage team rituals that drive alignment, execution, learning, and belonging
  • Turning rituals into an operating system (not “more meetings”): named rituals, clear owners, repeatable templates, and explicit outputs
  • Creating “Golden Rituals” that are Named, Templated, and Known by every new hire by their first Friday
When to use
  • “Our meetings are chaotic; design a better team cadence.”
  • “Define our team operating system / rituals / ceremonies.”
  • “Create named, templated Golden Rituals and a one-pager for onboarding.”
  • “We need better alignment and decision velocity without adding meeting load.”
When NOT to use
  • You need to define company values, org design, or strategy from scratch (do that first; rituals should express decisions you’ve made)
  • You need help facilitating a single workshop/meeting agenda only (this skill produces an end-to-end ritual system)
  • You need HR/legal policy guidance (this is not compliance or legal advice)
  • You’re trying to use rituals for surveillance or performance policing (this will backfire; redesign for trust and psychological safety)
涵盖内容
  • 设计一套少量高价值的团队仪式，推动团队对齐、执行、学习和归属感建立
  • 将仪式转化为一套操作系统（而非“更多会议”）：有命名的仪式、明确的负责人、可复用的模板，以及清晰的输出成果
  • 创建有命名、有模板的「黄金仪式」，确保每位新员工在入职第一周周五前就能熟知
适用场景
  • “我们的会议混乱无序，需要设计更合理的团队运作节奏。”
  • “定义我们的团队操作系统/仪式/流程规范。”
  • “创建带命名和模板的黄金仪式，以及一份入职用的单页指南。”
  • “我们需要在不增加会议负担的前提下，提升对齐效率和决策速度。”
不适用场景
  • 你需要从零开始定义公司价值观、组织架构或战略（请先完成这些工作；仪式应是这些决策的落地体现）
  • 你仅需要协助设计单个工作坊/会议的议程（本方案产出的是端到端的仪式系统）
  • 你需要HR/法务政策相关指导（本内容不涉及合规或法律咨询）
  • 你试图将仪式用于监控或绩效管控（这会产生反效果；请重新设计以建立信任和心理安全）

Inputs

输入信息

Minimum required
  • Team type + size + composition (functions; cross-functional vs single function)
  • Work mode: remote/hybrid/in-office + time zones
  • What’s currently broken (symptoms) + what you want to improve (outcomes)
  • Existing cadence/rituals (or “none”) and what people hate about them
  • Constraints: meeting time budget, decision-making model, tooling (calendar/docs/chat)
Missing-info strategy
  • Ask up to 5 questions from references/INTAKE.md (3–5 at a time).
  • If inputs are still missing, proceed with clearly labeled assumptions and provide 2–3 options.
  • Do not request secrets. If context is sensitive, ask for redacted/high-level descriptions.
最低要求输入
  • 团队类型、规模和构成（职能划分；跨职能 vs 单一职能）
  • 工作模式：远程/混合/现场办公 + 时区情况
  • 当前存在的问题（症状）+ 期望改进的方向（成果）
  • 现有运作节奏/仪式（或“无”）以及大家反感的点
  • 约束条件：会议时间预算、决策模型、工具（日历/文档/聊天工具）
信息缺失应对策略
  • 从references/INTAKE.md中最多提出5个问题（每次3-5个）
  • 如果信息仍缺失，基于明确标注的假设推进，并提供2-3种可选方案
  • 不要求提供机密信息。若内容敏感，可要求提供脱敏/高层级描述

Outputs (deliverables)

输出成果

Produce a Team Rituals Pack in Markdown (in-chat; or as files if the user requests):
  1. Context snapshot (team, work mode, constraints, goals)
  2. Ritual inventory audit (current rituals + what to keep/change/kill)
  3. Golden Rituals shortlist (3–7 named rituals mapped to outcomes)
  4. Ritual specs + templates (one spec per Golden Ritual: purpose, cadence, owner, agenda, outputs, anti-patterns)
  5. Onboarding primer (“Known by first Friday”: 1-page cheatsheet + where templates live)
  6. Rollout plan (pilot, comms, calendar/docs setup, training)
  7. Governance plan (review cadence, feedback loop, metrics, retirement/iteration rules)
  8. Risks / Open questions / Next steps (always included)
Templates: references/TEMPLATES.md
Expanded guidance: references/WORKFLOW.md
产出一份Markdown格式的团队仪式包（可在对话中提供；若用户要求也可作为文件输出）：
  1. 团队概况快照（团队信息、工作模式、约束条件、目标）
  2. 仪式清单审计（现有仪式 + 保留/调整/取消建议）
  3. 黄金仪式短名单（3-7个与目标匹配的命名仪式）
  4. 仪式规范+模板（每个黄金仪式对应一份规范：目的、节奏、负责人、议程、输出成果、反模式）
  5. 入职入门指南（「第一周周五前熟知」：单页速查表 + 模板存放位置）
  6. 推广计划（试点、沟通、日历/文档设置、培训）
  7. 治理计划（回顾节奏、反馈循环、衡量指标、取消/迭代规则）
  8. 风险/待解决问题/下一步行动（必含内容）
模板参考：references/TEMPLATES.md
扩展指导：references/WORKFLOW.md

Workflow (7 steps)

工作流程（7个步骤）

1) Intake + outcome definition (what the rituals are for)

1) 信息收集 + 目标定义（仪式的核心目的）

  • Inputs: user context; references/INTAKE.md.
  • Actions: Clarify the top 2–3 outcomes (e.g., alignment, decision speed, execution reliability, learning). Set constraints (time budget, remote/async needs). Define what “good” feels like in 4–6 bullets.
  • Outputs: Context snapshot + outcome list + constraints.
  • Checks: You can explain the “why” in one sentence (“We’re doing this to ____ without ____.”).
  • 输入：用户提供的背景信息；references/INTAKE.md
  • 行动：明确Top 2-3个目标（例如：对齐、决策速度、执行可靠性、学习成长）。设定约束条件（时间预算、远程/异步需求）。用4-6条内容定义“理想状态”。
  • 输出：团队概况快照 + 目标列表 + 约束条件
  • 校验标准：能用一句话解释“为什么做这件事”：「我们做这件事是为了____，同时避免____。」

2) Audit what exists (keep / change / kill)

2) 现有流程审计（保留/调整/取消）

  • Inputs: current meeting list/cadence; pain points.
  • Actions: Build a ritual inventory table. For each ritual: purpose, participants, cadence, outputs, and whether it’s working. Identify duplicates and “status-only” meetings.
  • Outputs: Ritual inventory audit with a keep/change/kill recommendation.
  • Checks: Every existing ritual has an explicit purpose and output; “kill” items have a replacement or rationale.
  • 输入：现有会议列表/节奏；痛点问题
  • 行动：构建仪式清单表格。针对每个仪式：明确目的、参与者、节奏、输出成果，以及是否有效。识别重复会议和“仅状态同步”的会议。
  • 输出：带保留/调整/取消建议的仪式清单审计报告
  • 校验标准：每个现有仪式都有明确的目的和输出；标记为“取消”的仪式有替代方案或合理理由

3) Design rules + time budget (make it a system, not meetings)

3) 设计规则 + 时间预算（打造系统而非零散会议）

  • Inputs: outcomes + audit.
  • Actions: Define a small set of design rules (named, templated, artifact-first, owner-driven, async-by-default). Establish a weekly meeting time budget and decide what must be synchronous vs async.
  • Outputs: Ritual design principles + time budget + naming scheme.
  • Checks: Total sync time stays within budget; each ritual has an owner and an artifact output.
  • 输入：目标 + 审计结果
  • 行动：定义少量设计规则（有命名、有模板、以成果为核心、负责人驱动、默认异步）。设定每周会议时间预算，确定哪些必须同步进行、哪些可异步完成。
  • 输出：仪式设计原则 + 时间预算 + 命名规则
  • 校验标准：同步会议总时长控制在预算内；每个仪式都有负责人和明确的成果输出

4) Select 3–7 “Golden Rituals” (the minimal set)

4) 筛选3-7个「黄金仪式」（最小必要集合）

  • Inputs: outcomes + principles + constraints.
  • Actions: Propose 3–7 Golden Rituals that cover: alignment, decisions, execution, learning, and belonging (as needed). Name them with memorable, team-relevant names.
  • Outputs: Golden Rituals shortlist + mapping table (ritual → outcome).
  • Checks: Each Golden Ritual earns its slot; no “nice-to-have” meetings.
  • 输入：目标 + 设计原则 + 约束条件
  • 行动：提出3-7个黄金仪式，覆盖：对齐、决策、执行、学习、归属感（按需选择）。用易记且贴合团队的名称命名。
  • 输出：黄金仪式短名单 + 映射表（仪式 → 目标）
  • 校验标准：每个黄金仪式都有存在的必要性；无“锦上添花”的冗余会议

5) Write ritual specs + templates (make them repeatable)

5) 撰写仪式规范 + 模板（实现可复用）

  • Inputs: Golden Rituals shortlist; references/TEMPLATES.md.
  • Actions: For each Golden Ritual, produce a spec: purpose, cadence, roles, agenda/format, prep, outputs, follow-ups, and anti-patterns. Create the corresponding agenda/notes template.
  • Outputs: One “Ritual Spec” per Golden Ritual + copy/paste templates.
  • Checks: Rituals are Named and Templated; outputs are explicit (decisions, priorities, action list, learnings).
  • 输入：黄金仪式短名单；references/TEMPLATES.md
  • 行动：为每个黄金仪式撰写规范：目的、节奏、角色、议程/格式、准备工作、输出成果、跟进事项、反模式。创建对应的议程/记录模板。
  • 输出：每个黄金仪式对应一份「仪式规范」 + 可复制粘贴的模板
  • 校验标准：仪式有命名、有模板；输出成果明确（决策、优先级、行动清单、学习心得）

6) Make them “Known by first Friday” (onboarding + rollout)

6) 实现「第一周周五前熟知」（入职 + 推广）

  • Inputs: Ritual specs; onboarding constraints.
  • Actions: Create a 1-page onboarding primer and a rollout plan: pilot order, comms, calendar creation, where templates live, and how new hires learn the rituals in week 1.
  • Outputs: Onboarding primer + rollout plan.
  • Checks: A new hire can find the rituals, understand purpose, and run one using templates by their first Friday.
  • 输入：仪式规范；入职约束条件
  • 行动：创建单页入职入门指南和推广计划：试点顺序、沟通方案、日历创建、模板存放位置，以及新员工第一周如何学习这些仪式。
  • 输出：入职入门指南 + 推广计划
  • 校验标准：新员工能在入职第一周周五前找到仪式、理解其目的，并能使用模板主持一场仪式

7) Governance + quality gate (iterate, don’t accumulate)

7) 治理 + 质量校验（迭代而非堆积）

  • Inputs: full draft pack.
  • Actions: Define governance: ritual owners, quarterly review, feedback loop, and retirement rules. Run references/CHECKLISTS.md and score with references/RUBRIC.md. Add Risks / Open questions / Next steps.
  • Outputs: Final Team Rituals Pack.
  • Checks: The pack is minimal, adoptable, and has a way to evolve without ritual sprawl.
  • 输入：完整的仪式包草稿
  • 行动：定义治理规则：仪式负责人、季度回顾、反馈循环、取消规则。使用references/CHECKLISTS.md进行检查，并通过references/RUBRIC.md进行评分。添加风险/待解决问题/下一步行动。
  • 输出：最终版团队仪式包
  • 校验标准：仪式包轻量化、易于采纳，且有明确的迭代机制避免仪式冗余

Quality gate (required)

质量校验（必填）

  • Use references/CHECKLISTS.md and references/RUBRIC.md.
  • Always include: Risks, Open questions, Next steps.
  • 使用references/CHECKLISTS.md和references/RUBRIC.md进行校验
  • 必须包含：风险、待解决问题、下一步行动

Examples

示例

Example 1 (fix chaotic cadence): “We’re a 12-person product+engineering team (remote across PST/EST). Meetings feel random and we keep missing decisions. Design Golden Rituals, write templates, and create a first-Friday onboarding primer.”
Expected: a small set of named rituals with templates, mapped to outcomes, plus rollout + governance.
Example 2 (new manager operating system): “I’m inheriting a team of 7 ICs with low accountability and unclear priorities. Create a weekly operating cadence with minimal meetings and clear artifact outputs.”
Expected: ritual inventory audit + a minimal Golden Rituals set + artifact-first templates.
Boundary example: “Fix our company culture.”
Response: ask what specifically is broken and at what scope; propose a small team-level ritual system only, or suggest doing values/strategy/org work first.
示例1（解决混乱的运作节奏）：“我们是一支12人的产品+工程团队（远程办公，跨PST/EST时区）。会议安排混乱，经常错过决策。请设计黄金仪式、撰写模板，并创建一份第一周周五用的入职入门指南。”
预期产出：一套少量带命名的仪式及模板，与目标匹配，同时包含推广+治理方案。
示例2（新经理的团队操作系统）：“我接手了一支7人的独立贡献者团队，团队责任心不足，优先级不明确。请创建一套每周运作节奏，会议数量最少且有明确的成果输出。”
预期产出：仪式清单审计报告 + 最小必要的黄金仪式集合 + 以成果为核心的模板。
边界示例：“修复我们的公司文化。”
回应：询问具体问题和适用范围；仅提供小团队层面的仪式系统方案，或建议先完成价值观/战略/组织架构相关工作。