mohitagw15856
ae6ea4d53e
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>
263 lines
9.5 KiB
Markdown
263 lines
9.5 KiB
Markdown
---
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name: team-health-check
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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."
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---
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# Team Health Check Skill
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This skill produces a structured team health assessment inspired by Spotify's health check model and extended with engineering, product, and cross-functional team dimensions. Output can be used as a facilitation guide for a live session or as an async survey-and-report format.
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## Required Inputs
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Ask the user for these if not provided:
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- **Team name and function** (engineering squad, product team, sales pod, etc.)
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- **Team size and composition** (how many people, what roles)
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- **Format** — facilitated live session or async survey + report?
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- **Context** — why are you running this now? (new team / ongoing ritual / post-incident / low morale signal)
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- **Any known issues** — anything the facilitator knows going in that will colour the results?
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## Output Structure
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---
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# Team Health Check: [Team Name]
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**Date:** [Date]
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**Facilitated by:** [Name or role]
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**Team size:** [X people]
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**Format:** [Live session (60 min) / Async survey + report]
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**Cycle:** [One-off / Quarterly / Monthly]
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---
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## Part 1: Facilitation Guide (Live Session)
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Use this guide to run the session in 60 minutes.
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### Session structure
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| Time | Activity | Owner |
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| 0–5 min | Framing and ground rules | Facilitator |
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| 5–40 min | Card voting — 7 dimensions, 5 min each | Full team |
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| 40–50 min | Top 3 themes discussion | Full team |
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| 50–58 min | Actions and owners | Team lead |
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| 58–60 min | Close and next date | Facilitator |
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### Ground rules (read at start)
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- This is not a performance review — there are no wrong answers
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- We're assessing the team, not individuals — speak about "we" not "they"
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- What's said here stays here — results shared as aggregated themes, not attributed to individuals
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- The goal is one or two actionable improvements, not a long list
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### Voting mechanic
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For each dimension, each team member votes with one of three cards:
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- 🟢 **Green** — working well, we're proud of this
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- 🟡 **Amber** — some things work, but there are issues worth discussing
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- 🔴 **Red** — we have a real problem here that's slowing us down
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After voting, the team discusses: what drove the votes? What would make this Green?
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---
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## Part 2: Health Dimensions
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---
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### Dimension 1: Delivering Value
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*Are we shipping things that matter, at the pace we should?*
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| Indicator | Probes for discussion |
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| We ship work that creates real value for our users | How do we know our output is valuable? When did we last talk to a user? |
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| Our pace of delivery feels healthy and sustainable | Are we consistently shipping? Or do we have long dry spells? |
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| We have clarity on what "done" looks like | Do we have a shared definition of ready and done? |
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| We celebrate shipping, not just building | Do we acknowledge completed work, or does it just disappear into the backlog? |
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**Current vote:** 🟢 / 🟡 / 🔴
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**Key themes from discussion:**
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**What would make this Green?**
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---
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### Dimension 2: Easy to Release
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*Is releasing software (or our work) smooth and low-risk?*
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| Indicator | Probes for discussion |
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| We can release whenever we choose, without anxiety | What does a release feel like? Smooth or stressful? |
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| Our deployment process is automated and reliable | How much manual work does a release involve? |
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| We have confidence in our test coverage | Do we catch bugs before users do? |
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| Rollback is fast and rehearsed | Have we ever rolled back? How long did it take? |
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**Current vote:** 🟢 / 🟡 / 🔴
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**Key themes from discussion:**
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**What would make this Green?**
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---
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### Dimension 3: Fun & Morale
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*Do people enjoy working here and with each other?*
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| Indicator | Probes for discussion |
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| People generally enjoy coming to work | If you had to describe the team energy in one word, what would it be? |
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| We celebrate successes as a team | When did we last properly celebrate something? |
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| Interpersonal dynamics are healthy — no drama or cliques | Are there any relationships that are strained or avoided? |
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| We laugh and have non-work conversations | Do we know each other as people, not just colleagues? |
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**Current vote:** 🟢 / 🟡 / 🔴
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**Key themes from discussion:**
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**What would make this Green?**
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---
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### Dimension 4: Psychological Safety
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*Can people speak up, take risks, and make mistakes without fear?*
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| Indicator | Probes for discussion |
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|---|---|
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| People raise concerns without worrying about the consequences | When did someone last raise a concern publicly? What happened? |
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| Mistakes are treated as learning opportunities, not blame events | Think of the last mistake on the team. How was it handled? |
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| People challenge each other's ideas in a constructive way | Do we have real debates, or do we agree in the room and disagree in the corridor? |
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| Everyone's voice feels equally heard regardless of seniority | Do the same people always speak first and longest? |
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**Current vote:** 🟢 / 🟡 / 🔴
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**Key themes from discussion:**
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**What would make this Green?**
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---
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### Dimension 5: Speed & Feedback Loops
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*Do we learn fast and adjust quickly?*
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| Indicator | Probes for discussion |
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| We get feedback on our work quickly (from users, data, tests) | How long after shipping do we know if something worked? |
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| Our planning and retrospective cycles help us improve | Do retros lead to real change, or do the same issues come back? |
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| We cut work that isn't working, even when it's hard | Can you name something we've stopped doing because it wasn't working? |
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| Our meetings and processes don't slow us down | Which meetings do people dread? Which do they find valuable? |
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**Current vote:** 🟢 / 🟡 / 🔴
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**Key themes from discussion:**
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**What would make this Green?**
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---
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### Dimension 6: Mission & Purpose
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*Do we understand why our work matters?*
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| Indicator | Probes for discussion |
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|---|---|
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| Everyone on the team can articulate why their work matters | Could each person on this team explain to a stranger why their work is important? |
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| The team's goals are clear and shared | Can everyone name the team's top 3 priorities right now? |
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| Our work connects to the wider company direction | Do we understand how we fit into the bigger picture? |
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| We're proud of what this team builds | If you described your team's work to someone you respect, would you feel good about it? |
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**Current vote:** 🟢 / 🟡 / 🔴
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**Key themes from discussion:**
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**What would make this Green?**
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---
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### Dimension 7: Collaboration & Support
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*Do we work well together and support each other?*
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| Indicator | Probes for discussion |
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| People actively help each other when someone is stuck | Think of the last time someone was blocked — what happened? |
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| Knowledge is shared openly — no information silos | Is there any knowledge that only one person holds? What's the risk? |
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| Cross-team collaboration is smooth and low-friction | Which team is hardest to collaborate with and why? |
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| People feel supported when they're struggling | Is there psychological safety to say "I'm struggling with this"? |
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**Current vote:** 🟢 / 🟡 / 🔴
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**Key themes from discussion:**
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**What would make this Green?**
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---
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## Part 3: Health Summary & Report
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Use this template to document results after the session or survey.
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---
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### RAG Summary Dashboard
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| Dimension | Score | Status | Trend vs last quarter |
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| Delivering Value | [X/5] | 🟢 / 🟡 / 🔴 | [↑ / → / ↓] |
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| Easy to Release | [X/5] | 🟢 / 🟡 / 🔴 | [...] |
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| Fun & Morale | [X/5] | 🟢 / 🟡 / 🔴 | [...] |
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| Psychological Safety | [X/5] | 🟢 / 🟡 / 🔴 | [...] |
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| Speed & Feedback Loops | [X/5] | 🟢 / 🟡 / 🔴 | [...] |
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| Mission & Purpose | [X/5] | 🟢 / 🟡 / 🔴 | [...] |
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| Collaboration & Support | [X/5] | 🟢 / 🟡 / 🔴 | [...] |
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| **Overall** | **[X/5]** | 🟢 / 🟡 / 🔴 | [↑ / → / ↓] |
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---
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### Top Themes
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**What's working well (keep doing):**
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1. [...]
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2. [...]
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**What needs attention (most important to fix):**
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1. [Most pressing issue — specific, with evidence from the session]
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2. [Second issue]
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3. [Third issue — if applicable]
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---
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### Action Plan
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| Action | Owner | Due date | Success indicator |
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| [Specific action — e.g. Introduce pairing Fridays for knowledge sharing] | [Team lead / individual] | [Date] | [How will we know it worked?] |
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| [...] | [...] | [...] | [...] |
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**Next health check:** [Date — recommended 6–8 weeks for teams with active improvement actions, 13 weeks for steady-state teams]
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---
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## Quality Checks
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- [ ] Session ground rules established psychological safety before voting started
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- [ ] Each dimension had open discussion, not just a vote
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- [ ] Actions are specific enough to be verifiably done — no vague commitments like "improve communication"
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- [ ] Each action has a single owner — not "the team"
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- [ ] Results are shared with the team, not kept by management
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- [ ] Trend data is tracked across cycles to show improvement or regression
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## Example Trigger Phrases
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- "Run a team health check for my engineering squad"
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- "Facilitate a team health assessment — we've had some morale issues"
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- "Build a team health check survey for my product team"
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- "Generate a Spotify-style health check for our cross-functional pod"
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- "Create a quarterly team health check template"
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