feat: v12.0.0 — 150-skill milestone, 15 new skills across 10 bundles

Adds 15 new skills reaching the 150-skill milestone:

Data & Analytics (pm-data):
- cohort-analysis: retention curves, LTV projection, behavioural segmentation, SQL reference queries
- data-pipeline-spec: ETL/ELT design with SLAs, DQ rules, error handling, compliance

Customer Success (pm-cs):
- renewal-playbook: health snapshot, value story, commercial scenarios, objection responses, 16-week timeline
- customer-success-plan: joint success plan with milestones, mutual commitments, escalation path

People & Leadership (pm-people):
- 360-feedback-template: survey instrument + narrative report with strengths and development themes
- team-health-check: Spotify-model assessment across 7 dimensions with facilitation guide

Operations (pm-operations):
- risk-register: L×I scoring, RAG heat map, mitigation and contingency plans
- raci-matrix: role definitions, decision map, anti-pattern guide, communication template

Marketing & GTM (pm-gtm):
- social-media-strategy: audience profile, content pillars, KPIs, 4-week starter calendar
- product-positioning-doc: April Dunford-style positioning, messaging hierarchy, persona messaging

Discovery (pm-discovery):
- customer-journey-map: stage-by-stage journey with touchpoints, emotions, and prioritised opportunities

Delivery (pm-delivery):
- user-story-writer: Given/When/Then ACs, edge cases, definition of done, epic decomposition

Advanced (pm-advanced):
- ai-ethics-review: fairness, bias, transparency, privacy, safety, accountability, societal impact

Sales (pm-sales):
- partnership-proposal: mutual value, commercial model, joint GTM plan, governance

Design (pm-design):
- design-system-audit: component coverage, token consistency, WCAG, adoption, remediation roadmap

Co-Authored-By: Claude Sonnet 4.6 <noreply@anthropic.com>

skills/360-feedback-template/SKILL.md

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+---
+name: 360-feedback-template
+description: "Design a 360-degree feedback survey or write a structured 360 feedback report. Use when asked to build a 360 feedback process, write 360 feedback for a colleague, design a feedback survey, or produce a feedback report. Produces either a complete survey instrument with rating scales and open-ended questions, or a structured narrative feedback report with themes, strengths, and development areas."
+---
+
+# 360-Degree Feedback Template Skill
+
+This skill produces two outputs depending on what the user needs: (1) a complete 360 survey instrument for gathering feedback, or (2) a structured 360 feedback report written from gathered notes. Both outputs follow best practice: behaviourally anchored ratings, specific examples, and development-oriented framing.
+
+## Required Inputs
+
+Ask the user which output they need, then gather inputs:
+
+**For a survey instrument:**
+- **Role being reviewed** (job title and level)
+- **Competencies to assess** (or use defaults below)
+- **Reviewer relationships** (peer / direct report / manager / cross-functional)
+- **Rating scale preference** (1–5 / 1–4 / frequency-based)
+- **Anonymity level** (fully anonymous / attributed / confidential aggregated)
+
+**For a feedback report:**
+- **Person being reviewed** (role and level)
+- **Feedback notes or raw themes** from reviewers (paste what you have)
+- **Reviewer relationships** (how many peers, direct reports, managers responded)
+- **Any context** — performance cycle, specific behaviours to address, promotion consideration
+
+---
+
+## Output A: 360 Survey Instrument
+
+---
+
+# 360 Feedback Survey: [Role / Level]
+
+**Purpose:** This survey helps [Name / "the reviewee"] understand how their behaviours and impact are perceived by the people they work with most closely. Responses [are / are not] anonymous. Results will be shared as [individual responses / aggregated themes].
+
+**Instructions:** For each statement, rate how frequently you observe this behaviour. Add specific examples in the open-ended sections — these are the most valuable part of the survey.
+
+**Rating scale:**
+- **5 — Consistently:** Almost always demonstrates this behaviour, even in difficult situations
+- **4 — Usually:** Demonstrates this behaviour more often than not
+- **3 — Sometimes:** Demonstrates this behaviour inconsistently
+- **2 — Rarely:** Seldom demonstrates this behaviour
+- **1 — Not observed:** Have not had the opportunity to observe this behaviour
+
+---
+
+### Section 1: Delivery & Execution
+
+| Statement | Rating (1–5) |
+|---|---|
+| Delivers work on time and to the expected quality | |
+| Proactively flags risks and blockers before they become problems | |
+| Follows through on commitments without needing to be chased | |
+| Manages their workload effectively without compromising quality | |
+| Adapts quickly when priorities or requirements change | |
+
+**Open question:** Describe a specific time when [Name] handled a delivery challenge particularly well or poorly.
+
+---
+
+### Section 2: Communication & Collaboration
+
+| Statement | Rating (1–5) |
+|---|---|
+| Communicates clearly and concisely in both written and verbal formats | |
+| Listens actively and considers others' input before responding | |
+| Keeps the right people informed without over-communicating | |
+| Resolves disagreements constructively and without defensiveness | |
+| Makes it easy for others to collaborate with them | |
+
+**Open question:** Give an example of how [Name] handled a difficult or high-stakes communication.
+
+---
+
+### Section 3: Leadership & Influence
+
+| Statement | Rating (1–5) |
+|---|---|
+| Sets a clear direction that others can follow | |
+| Builds confidence and capability in people around them | |
+| Influences decisions without relying on authority | |
+| Gives clear, constructive feedback that helps others improve | |
+| Creates an environment where people feel safe to raise concerns | |
+
+**Open question:** Describe a situation where [Name]'s leadership had a notable positive or negative impact on the team.
+
+---
+
+### Section 4: Strategic Thinking
+
+| Statement | Rating (1–5) |
+|---|---|
+| Understands the broader business context, not just their immediate work | |
+| Makes connections between their work and organisational goals | |
+| Thinks ahead and anticipates second-order consequences | |
+| Brings original ideas or new approaches to problems | |
+| Balances short-term needs with longer-term thinking | |
+
+**Open question:** Give an example of [Name] demonstrating (or missing) strategic thinking.
+
+---
+
+### Section 5: Culture & Values
+
+| Statement | Rating (1–5) |
+|---|---|
+| Treats everyone with respect, regardless of level or background | |
+| Is someone people trust and can rely on | |
+| Gives credit to others and shares the spotlight | |
+| Takes responsibility for mistakes without placing blame | |
+| Contributes positively to team morale, especially under pressure | |
+
+**Open question:** How does [Name] embody (or not embody) the team's values in practice?
+
+---
+
+### Section 6: Overall & Development
+
+**Open questions (all reviewers):**
+
+1. What is [Name]'s single most important strength? Give a specific example.
+
+2. What is the one behaviour or habit that, if changed, would most increase [Name]'s effectiveness?
+
+3. Is there anything else you want [Name] to know? (This response will be shared directly.)
+
+---
+
+## Output B: 360 Feedback Report
+
+---
+
+# 360 Feedback Report: [Name] — [Role]
+
+**Review cycle:** [Quarter / Year / Promotion cycle]
+**Responses received:** [X total — X peers, X direct reports, X managers, X cross-functional]
+**Report prepared by:** [HR / People team / Manager / Coach]
+**Date:** [Date]
+
+> This report synthesises feedback from [X] reviewers. Open-ended responses have been lightly edited for clarity; no individual response is attributed to protect reviewer confidentiality. Direct quotes marked in *italics* appear verbatim.
+
+---
+
+### Executive Summary
+
+[3–4 sentences. State the overall picture: what is this person known for, what is working well, and what one or two areas are the consistent development themes. Balanced, honest, and grounded in the data — not a sanitised summary.]
+
+**Overall rating:** [X.X / 5.0 — above average / at level / below expectations for level]
+
+---
+
+### Strengths: What to Build On
+
+**Theme 1: [Strength — e.g. Reliability and follow-through]**
+
+[2–3 sentences synthesising the feedback evidence for this strength. Reference how many reviewers noted it and in what contexts.]
+
+*"[Direct quote from reviewer that best illustrates this theme]"*
+
+---
+
+**Theme 2: [Strength — e.g. Collaborative problem-solving]**
+
+[2–3 sentences synthesising evidence.]
+
+*"[Direct quote]"*
+
+---
+
+**Theme 3: [Strength — e.g. Clear communication under pressure]**
+
+[2–3 sentences synthesising evidence.]
+
+*"[Direct quote]"*
+
+---
+
+### Development Areas: What to Work On
+
+**Theme 1: [Development area — e.g. Giving timely upward feedback]**
+
+[2–3 sentences describing the behaviour pattern observed, what impact it has, and what different looks like. Non-blaming and specific.]
+
+*"[Direct quote that captures the theme]"*
+
+**Suggested actions:**
+- [Specific, observable behaviour change — e.g. In the next team meeting where you disagree with a decision, name your concern in the meeting rather than after it]
+- [Development resource or practice — e.g. Try the "I notice / I wonder / I suggest" framework for giving difficult feedback]
+
+---
+
+**Theme 2: [Development area — e.g. Strategic communication to leadership]**
+
+[2–3 sentences.]
+
+*"[Direct quote]"*
+
+**Suggested actions:**
+- [...]
+- [...]
+
+---
+
+### Ratings Summary
+
+| Competency | Average score | Range | Notable pattern |
+|---|---|---|---|
+| Delivery & Execution | [X.X] | [X–X] | [e.g. Consistently high; one outlier] |
+| Communication & Collaboration | [X.X] | [X–X] | [e.g. Peers score higher than direct reports] |
+| Leadership & Influence | [X.X] | [X–X] | [...] |
+| Strategic Thinking | [X.X] | [X–X] | [...] |
+| Culture & Values | [X.X] | [X–X] | [...] |
+| **Overall** | **[X.X]** | [X–X] | |
+
+**Score variance:** [Is there high agreement or wide spread across reviewers? High variance suggests the behaviour is context-dependent — explore when and with whom.]
+
+---
+
+### Direct Message from Reviewers
+
+[Include up to 3 unedited quotes from the "Is there anything else you want [Name] to know?" question. These are shared verbatim as agreed in the survey instructions.]
+
+*"[Quote 1]"*
+
+*"[Quote 2]"*
+
+*"[Quote 3]"*
+
+---
+
+### Recommended Focus for the Next 90 Days
+
+[1–2 specific, measurable development commitments. Written to be agreed in the feedback conversation — not prescriptive.]
+
+1. **[Behaviour to change]:** [What does success look like at 90 days? How will we measure it?]
+2. **[Skill to build]:** [What specific resource, practice, or support will help? Who will observe progress?]
+
+---
+
+## Quality Checks
+
+- [ ] Survey questions are behaviourally anchored — they describe observable actions, not attitudes
+- [ ] Open-ended questions ask for specific examples — not general impressions
+- [ ] Report strengths are backed by specific evidence, not generic praise
+- [ ] Development areas name the behaviour and its impact — not the person's character
+- [ ] Suggested actions are specific enough that the reviewee knows exactly what to do differently on Monday
+- [ ] Direct quotes are genuinely direct — not paraphrased into blandness
+
+## Example Trigger Phrases
+
+- "Build a 360 feedback survey for a [role] at senior level"
+- "Write a 360 feedback report from these notes: [paste notes]"
+- "Design a 360 review template for engineering managers"
+- "Help me write constructive 360 feedback for my colleague [Name]"
+- "Create a peer feedback survey for our upcoming performance cycle"