* feat: C-Suite expansion — 8 new executive advisory roles Add COO, CPO, CMO, CFO, CRO, CISO, CHRO advisors and Executive Mentor. Expands C-level advisory from 2 to 10 roles with 74 total files. Each role includes: - SKILL.md (lean, <5KB, ~1200 tokens for context efficiency) - Reference docs (loaded on demand, not at startup) - Python analysis scripts (stdlib only, runnable CLI) Executive Mentor features /em: slash commands (challenge, board-prep, hard-call, stress-test, postmortem) with devil's advocate agent. 21 Python tools, 24 reference frameworks, 28,379 total lines. All SKILL.md files combined: ~17K tokens (8.5% of 200K context window). Badge: 88 → 116 skills * feat: C-Suite orchestration layer + 18 complementary skills ORCHESTRATION (new): - cs-onboard: Founder interview → company-context.md - chief-of-staff: Routing, synthesis, inter-agent orchestration - board-meeting: 6-phase multi-agent deliberation protocol - decision-logger: Two-layer memory (raw transcripts + approved decisions) - agent-protocol: Inter-agent invocation with loop prevention - context-engine: Company context loading + anonymization CROSS-CUTTING CAPABILITIES (new): - board-deck-builder: Board/investor update assembly - scenario-war-room: Cascading multi-variable what-if modeling - competitive-intel: Systematic competitor tracking + battlecards - org-health-diagnostic: Cross-functional health scoring (8 dimensions) - ma-playbook: M&A strategy (acquiring + being acquired) - intl-expansion: International market entry frameworks CULTURE & COLLABORATION (new): - culture-architect: Values → behaviors, culture code, health assessment - company-os: EOS/Scaling Up operating system selection + implementation - founder-coach: Founder development, delegation, blind spots - strategic-alignment: Strategy cascade, silo detection, alignment scoring - change-management: ADKAR-based change rollout framework - internal-narrative: One story across employees/investors/customers UPGRADES TO EXISTING ROLES: - All 10 roles get reasoning technique directives - All 10 roles get company-context.md integration - All 10 roles get board meeting isolation rules - CEO gets stage-adaptive temporal horizons (seed→C) Key design decisions: - Two-layer memory prevents hallucinated consensus from rejected ideas - Phase 2 isolation: agents think independently before cross-examination - Executive Mentor (The Critic) sees all perspectives, others don't - 25 Python tools total (stdlib only, no dependencies) 52 new files, 10 modified, 10,862 new lines. Total C-suite ecosystem: 134 files, 39,131 lines. * fix: connect all dots — Chief of Staff routes to all 28 skills - Added complementary skills registry to routing-matrix.md - Chief of Staff SKILL.md now lists all 28 skills in ecosystem - Added integration tables to scenario-war-room and competitive-intel - Badge: 116 → 134 skills - README: C-Level Advisory count 10 → 28 Quality audit passed: ✅ All 10 roles: company-context, reasoning, isolation, invocation ✅ All 6 phases in board meeting ✅ Two-layer memory with DO_NOT_RESURFACE ✅ Loop prevention (no self-invoke, max depth 2, no circular) ✅ All /em: commands present ✅ All complementary skills cross-reference roles ✅ Chief of Staff routes to every skill in ecosystem * refactor: CEO + CTO advisors upgraded to C-suite parity Both roles now match the structural standard of all new roles: - CEO: 11.7KB → 6.8KB SKILL.md (heavy content stays in references) - CTO: 10KB → 7.2KB SKILL.md (heavy content stays in references) Added to both: - Integration table (who they work with and when) - Key diagnostic questions - Structured metrics dashboard table - Consistent section ordering (Keywords → Quick Start → Responsibilities → Questions → Metrics → Red Flags → Integration → Reasoning → Context) CEO additions: - Stage-adaptive temporal horizons (seed=3m/6m/12m → B+=1y/3y/5y) - Cross-references to culture-architect and board-deck-builder CTO additions: - Key Questions section (7 diagnostic questions) - Structured metrics table (DORA + debt + team + architecture + cost) - Cross-references to all peer roles All 10 roles now pass structural parity: ✅ Keywords ✅ QuickStart ✅ Questions ✅ Metrics ✅ RedFlags ✅ Integration * feat: add proactive triggers + output artifacts to all 10 roles Every C-suite role now specifies: - Proactive Triggers: 'surface these without being asked' — context-driven early warnings that make advisors proactive, not reactive - Output Artifacts: concrete deliverables per request type (what you ask → what you get) CEO: runway alerts, board prep triggers, strategy review nudges CTO: deploy frequency monitoring, tech debt thresholds, bus factor flags COO: blocker detection, scaling threshold warnings, cadence gaps CPO: retention curve monitoring, portfolio dog detection, research gaps CMO: CAC trend monitoring, positioning gaps, budget staleness CFO: runway forecasting, burn multiple alerts, scenario planning gaps CRO: NRR monitoring, pipeline coverage, pricing review triggers CISO: audit overdue alerts, compliance gaps, vendor risk CHRO: retention risk, comp band gaps, org scaling thresholds Executive Mentor: board prep triggers, groupthink detection, hard call surfacing This transforms the C-suite from reactive advisors into proactive partners. * feat: User Communication Standard — structured output for all roles Defines 3 output formats in agent-protocol/SKILL.md: 1. Standard Output: Bottom Line → What → Why → How to Act → Risks → Your Decision 2. Proactive Alert: What I Noticed → Why It Matters → Action → Urgency (🔴🟡⚪) 3. Board Meeting: Decision Required → Perspectives → Agree/Disagree → Critic → Action Items 10 non-negotiable rules: - Bottom line first, always - Results and decisions only (no process narration) - What + Why + How for every finding - Actions have owners and deadlines ('we should consider' is banned) - Decisions framed as options with trade-offs - Founder is the highest authority — roles recommend, founder decides - Risks are concrete (if X → Y, costs $Z) - Max 5 bullets per section - No jargon without explanation - Silence over fabricated updates All 10 roles reference this standard. Chief of Staff enforces it as a quality gate. Board meeting Phase 4 uses the Board Meeting Output format. * feat: Internal Quality Loop — verification before delivery No role presents to the founder without passing verification: Step 1: Self-Verification (every role, every time) - Source attribution: where did each data point come from? - Assumption audit: [VERIFIED] vs [ASSUMED] tags on every finding - Confidence scoring: 🟢 high / 🟡 medium / 🔴 low per finding - Contradiction check against company-context + decision log - 'So what?' test: every finding needs a business consequence Step 2: Peer Verification (cross-functional) - Financial claims → CFO validates math - Revenue projections → CRO validates pipeline backing - Technical feasibility → CTO validates - People/hiring impact → CHRO validates - Skip for single-domain, low-stakes questions Step 3: Critic Pre-Screen (high-stakes only) - Irreversible decisions, >20% runway impact, strategy changes - Executive Mentor finds weakest point before founder sees it - Suspicious consensus triggers mandatory pre-screen Step 4: Course Correction (after founder feedback) - Approve → log + assign actions - Modify → re-verify changed parts - Reject → DO_NOT_RESURFACE + learn why - 30/60/90 day post-decision review Board meeting contributions now require self-verified format with confidence tags and source attribution on every finding. * fix: resolve PR review issues 1, 4, and minor observation Issue 1: c-level-advisor/CLAUDE.md — completely rewritten - Was: 2 skills (CEO, CTO only), dated Nov 2025 - Now: full 28-skill ecosystem map with architecture diagram, all roles/orchestration/cross-cutting/culture skills listed, design decisions, integration with other domains Issue 4: Root CLAUDE.md — updated all stale counts - 87 → 134 skills across all 3 references - C-Level: 2 → 33 (10 roles + 5 mentor commands + 18 complementary) - Tool count: 160+ → 185+ - Reference count: 200+ → 250+ Minor observation: Documented plugin.json convention - Explained in c-level-advisor/CLAUDE.md that only executive-mentor has plugin.json because only it has slash commands (/em: namespace) - Other skills are invoked by name through Chief of Staff or directly Also fixed: README.md 88+ → 134 in two places (first line + skills section) * fix: update all plugin/index registrations for 28-skill C-suite 1. c-level-advisor/.claude-plugin/plugin.json — v2.0.0 - Was: 2 skills, generic description - Now: all 28 skills listed with descriptions, all 25 scripts, namespace 'cs', full ecosystem description 2. .codex/skills-index.json — added 18 complementary skills - Was: 10 roles only - Now: 28 total c-level entries (10 roles + 6 orchestration + 6 cross-cutting + 6 culture) - Each with full description for skill discovery 3. .claude-plugin/marketplace.json — updated c-level-skills entry - Was: generic 2-skill description - Now: v2.0.0, full 28-skill ecosystem description, skills_count: 28, scripts_count: 25 * feat: add root SKILL.md for c-level-advisor ClawHub package --------- Co-authored-by: Leo <leo@openclaw.ai>
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/em:challenge — Pre-Mortem Plan Analysis
Command: /em:challenge <plan>
Systematically finds weaknesses in any plan before reality does. Not to kill the plan — to make it survive contact with reality.
The Core Idea
Most plans fail for predictable reasons. Not bad luck — bad assumptions. Overestimated demand. Underestimated complexity. Dependencies nobody questioned. Timing that made sense in a spreadsheet but not in the real world.
The pre-mortem technique: imagine it's 12 months from now and this plan failed spectacularly. Now work backwards. Why?
That's not pessimism. It's how you build something that doesn't collapse.
When to Run a Challenge
- Before committing significant resources to a plan
- Before presenting to the board or investors
- When you notice you're only hearing positive feedback about the plan
- When the plan requires multiple external dependencies to align
- When there's pressure to move fast and "figure it out later"
- When you feel excited about the plan (excitement is a signal to scrutinize harder)
The Challenge Framework
Step 1: Extract Core Assumptions
Before you can test a plan, you need to surface everything it assumes to be true.
For each section of the plan, ask:
- What has to be true for this to work?
- What are we assuming about customer behavior?
- What are we assuming about competitor response?
- What are we assuming about our own execution capability?
- What external factors does this depend on?
Common assumption categories:
- Market assumptions — size, growth rate, customer willingness to pay, buying cycle
- Execution assumptions — team capacity, velocity, no major hires needed
- Customer assumptions — they have the problem, they know they have it, they'll pay to solve it
- Competitive assumptions — incumbents won't respond, no new entrant, moat holds
- Financial assumptions — burn rate, revenue timing, CAC, LTV ratios
- Dependency assumptions — partner will deliver, API won't change, regulations won't shift
Step 2: Rate Each Assumption
For every assumption extracted, rate it on two dimensions:
Confidence level (how sure are you this is true):
- High — verified with data, customer conversations, market research
- Medium — directionally right but not validated
- Low — plausible but untested
- Unknown — we simply don't know
Impact if wrong (what happens if this assumption fails):
- Critical — plan fails entirely
- High — major delay or cost overrun
- Medium — significant rework required
- Low — manageable adjustment
Step 3: Map Vulnerabilities
The matrix of Low/Unknown confidence × Critical/High impact = your highest-risk assumptions.
Vulnerability = Low confidence + High impact
These are not problems to ignore. They're the bets you're making. The question is: are you making them consciously?
Step 4: Find the Dependency Chain
Many plans fail not because any single assumption is wrong, but because multiple assumptions have to be right simultaneously.
Map the chain:
- Does assumption B depend on assumption A being true first?
- If the first thing goes wrong, how many downstream things break?
- What's the critical path? What has zero slack?
Step 5: Test the Reversibility
For each critical vulnerability: if this assumption turns out to be wrong at month 3, what do you do?
- Can you pivot?
- Can you cut scope?
- Is money already spent?
- Are commitments already made?
The less reversible, the more rigorously you need to validate before committing.
Output Format
Challenge Report: [Plan Name]
CORE ASSUMPTIONS (extracted)
1. [Assumption] — Confidence: [H/M/L/?] — Impact if wrong: [Critical/High/Medium/Low]
2. ...
VULNERABILITY MAP
Critical risks (act before proceeding):
• [#N] [Assumption] — WHY it might be wrong — WHAT breaks if it is
High risks (validate before scaling):
• ...
DEPENDENCY CHAIN
[Assumption A] → depends on → [Assumption B] → which enables → [Assumption C]
Weakest link: [X] — if this breaks, [Y] and [Z] also fail
REVERSIBILITY ASSESSMENT
• Reversible bets: [list]
• Irreversible commitments: [list — treat with extreme care]
KILL SWITCHES
What would have to be true at [30/60/90 days] to continue vs. kill/pivot?
• Continue if: ...
• Kill/pivot if: ...
HARDENING ACTIONS
1. [Specific validation to do before proceeding]
2. [Alternative approach to consider]
3. [Contingency to build into the plan]
Challenge Patterns by Plan Type
Product Roadmap
- Are we building what customers will pay for, or what they said they wanted?
- Does the velocity estimate account for real team capacity (not theoretical)?
- What happens if the anchor feature takes 3× longer than estimated?
- Who owns decisions when requirements conflict?
Go-to-Market Plan
- What's the actual ICP conversion rate, not the hoped-for one?
- How many touches to close, and do you have the sales capacity for that?
- What happens if the first 10 deals take 3 months instead of 1?
- Is "land and expand" a real motion or a hope?
Hiring Plan
- What happens if the key hire takes 4 months to find, not 6 weeks?
- Is the plan dependent on retaining specific people who might leave?
- Does the plan account for ramp time (usually 3–6 months before full productivity)?
- What's the burn impact if headcount leads revenue by 6 months?
Fundraising Plan
- What's your fallback if the lead investor passes?
- Have you modeled the timeline if it takes 6 months, not 3?
- What's your runway at current burn if the round closes at the low end?
- What assumptions break if you raise 50% of the target amount?
The Hardest Questions
These are the ones people skip:
- "What's the bear case, not the base case?"
- "If this exact plan was run by a team we don't trust, would it work?"
- "What are we not saying out loud because it's uncomfortable?"
- "Who has incentives to make this plan sound better than it is?"
- "What would an enemy of this plan attack first?"
Deliverable
The output of /em:challenge is not permission to stop. It's a vulnerability map. Now you can make conscious decisions: validate the risky assumptions, hedge the critical ones, or accept the bets you're making knowingly.
Unknown risks are dangerous. Known risks are manageable.