fix(plugins): sync all 171 plugin SKILL.md files with fixed skills/ versions

Propagates Anti-Patterns sections, description rewrites, Required Inputs
additions, and Quality Checks format fixes from skills/ to matching plugin
SKILL.md copies.

https://claude.ai/code/session_01MuGKn3a3Gbqoe8uM5Lmuqt

plugins/pm-people/skills/360-feedback-template/SKILL.md

@@ -247,6 +247,14 @@ Ask the user which output they need, then gather inputs:
 - [ ] 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
 
+## Anti-Patterns
+
+- [ ] Do not write survey questions that ask about personality traits rather than observable behaviours ("is a good communicator" vs "communicates updates before deadlines")
+- [ ] Do not write development feedback that names the person's character flaws instead of specific behaviours and their impact
+- [ ] Do not aggregate ratings without noting high-variance scores — a 2/5 and a 5/5 averaged to 3.5 hides a real signal
+- [ ] Do not include direct quotes in the report that could identify the reviewer in small teams — paraphrase or omit
+- [ ] Do not write suggested actions so vague they could apply to anyone ("be more strategic") — every suggestion must name a specific observable behaviour change
+
 ## Example Trigger Phrases
 
 - "Build a 360 feedback survey for a [role] at senior level"

plugins/pm-people/skills/hiring-rubric/SKILL.md

@@ -119,6 +119,14 @@ Suggest how to divide competencies across interview rounds to avoid repetition:
 - [ ] Red flags are specific to this role and level
 - [ ] Panel guide avoids competency overlap between rounds
 
+## Anti-Patterns
+
+- [ ] Do not include competencies that overlap significantly — each dimension must assess a distinct quality
+- [ ] Do not write behavioural questions that can be answered with a yes/no — use "Tell me about a time..." format
+- [ ] Do not set a scoring bar without calibration guidance — "above bar" means nothing without concrete examples at each level
+- [ ] Do not create a rubric with more than 6 competencies — panel interviews cannot reliably assess more
+- [ ] Do not omit a "must-have vs. nice-to-have" distinction in the requirements — all criteria cannot carry equal weight
+
 ## Example Trigger Phrases
 
 - "Create a hiring rubric for a [role]"

plugins/pm-people/skills/performance-review/SKILL.md

@@ -108,6 +108,14 @@ Ask the user for these if not provided:
 - [ ] No vague phrases without evidence
 - [ ] Tone is professional and fair throughout
 
+## Anti-Patterns
+
+- [ ] Do not inflate positive language to avoid difficult feedback — growth areas must be clearly stated, not buried
+- [ ] Do not include feedback that isn't supported by specific examples — every development point needs evidence
+- [ ] Do not write a review that only covers what happened in the last month — the full review period must be considered
+- [ ] Do not omit development goals — a review without forward-looking guidance is incomplete
+- [ ] Do not use language that could be read as discriminatory — avoid references to personality traits unrelated to work performance
+
 ## Example Trigger Phrases
 
 - "Write a performance review for [name] based on these notes: [paste notes]"

plugins/pm-people/skills/team-health-check/SKILL.md

@@ -1,6 +1,6 @@
 ---
 name: team-health-check
-description: "Run a structured team health assessment. Use when asked to run a team health check, assess team morale, facilitate a team retrospective on ways of working, or evaluate team dynamics. Produces a health assessment across key dimensions with RAG status, underlying signals, and prioritised improvement actions."
+description: "Runs a structured team health assessment across key dimensions. Use when asked to run a team health check, assess team morale, facilitate a retrospective on ways of working, or evaluate team dynamics. Produces a health assessment with RAG status per dimension, underlying signals, and prioritised improvement actions with named owners."
 ---
 
 # Team Health Check Skill
@@ -253,6 +253,14 @@ Use this template to document results after the session or survey.
 - [ ] Results are shared with the team, not kept by management
 - [ ] Trend data is tracked across cycles to show improvement or regression
 
+## Anti-Patterns
+
+- [ ] Do not run a health check without first establishing psychological safety — without it, scores reflect fear, not reality
+- [ ] Do not treat a single health check as a trend — one data point cannot show improvement or regression
+- [ ] Do not keep results with management without sharing them with the team — transparency is a prerequisite for trust
+- [ ] Do not generate action items that are vague commitments like "improve communication" — every action must be specific and verifiable
+- [ ] Do not assign actions to "the team" — each improvement action needs a single named owner
+
 ## Example Trigger Phrases
 
 - "Run a team health check for my engineering squad"

plugins/pm-people/skills/team-offsite-planner/SKILL.md

@@ -136,6 +136,14 @@ Template for the summary document to send within 48 hours:
 - [ ] Each working session has a stated output
 - [ ] Agenda has social/informal time built in
 
+## Anti-Patterns
+
+- [ ] Do not fill the entire agenda with structured sessions — unstructured social time is essential for team bonding and must be built in
+- [ ] Do not schedule more than 90 minutes of intensive working sessions without a break
+- [ ] Do not design an offsite without clearly linking each session to the stated goals — purpose must be explicit
+- [ ] Do not neglect logistics — venue, travel, dietary requirements, and accessibility must be confirmed before the agenda is finalised
+- [ ] Do not plan without an energy management arc — high-energy collaboration sessions should not appear directly after lunch
+
 ## Example Trigger Phrases
 
 - "Plan a 1-day offsite for my team of [size]"