466aa13a7b
* 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>
211 lines
5.7 KiB
Markdown
211 lines
5.7 KiB
Markdown
# Board Deck Template
|
|
|
|
Fill in bracketed fields. Remove placeholders before sharing. Never invent numbers — use `[TBD]` if unknown.
|
|
|
|
---
|
|
|
|
## Slide 1: Executive Summary (CEO)
|
|
|
|
**[Company Name] — Q[X] [Year] Board Update**
|
|
|
|
> [One sentence: State of the business — where you are.]
|
|
> [One sentence: The most important thing that happened this quarter.]
|
|
> [One sentence: Where you're going next quarter and what determines success.]
|
|
|
|
---
|
|
|
|
## Slide 2: Key Metrics Dashboard (COO)
|
|
|
|
**Quarter at a Glance**
|
|
|
|
| Metric | Q[X] Actual | Q[X] Target | Q[X-1] Actual | Status |
|
|
|--------|-------------|-------------|---------------|--------|
|
|
| ARR | $[X]M | $[X]M | $[X]M | [✅/🟡/🔴] |
|
|
| QoQ Growth | [X]% | [X]% | [X]% | [✅/🟡/🔴] |
|
|
| NRR | [X]% | >[X]% | [X]% | [✅/🟡/🔴] |
|
|
| Gross Margin | [X]% | >[X]% | [X]% | [✅/🟡/🔴] |
|
|
| Burn Multiple | [X]x | <[X]x | [X]x | [✅/🟡/🔴] |
|
|
| Runway | [X] months | >[X] months | [X] months | [✅/🟡/🔴] |
|
|
| Headcount | [X] | [X] | [X] | [✅/🟡/🔴] |
|
|
| CAC Payback | [X] months | <[X] months | [X] months | [✅/🟡/🔴] |
|
|
|
|
---
|
|
|
|
## Slide 3: Financial Update (CFO)
|
|
|
|
**P&L Summary**
|
|
|
|
| | Q[X] | Q[X-1] | QoQ |
|
|
|--|------|--------|-----|
|
|
| Revenue | $[X]K | $[X]K | [+/-X]% |
|
|
| COGS | $[X]K | $[X]K | |
|
|
| Gross Profit | $[X]K | $[X]K | |
|
|
| Gross Margin | [X]% | [X]% | |
|
|
| OpEx | $[X]K | $[X]K | |
|
|
| Net Burn | $[X]K | $[X]K | |
|
|
|
|
**Cash & Runway**
|
|
- Cash on hand: $[X]M
|
|
- Monthly burn: $[X]K
|
|
- Runway: [X] months
|
|
- Burn multiple: [X]x (target: <2x)
|
|
|
|
**Variance to Plan**
|
|
- Revenue: [+/-$X]K vs plan — [one sentence cause]
|
|
- Burn: [+/-$X]K vs plan — [one sentence cause]
|
|
|
|
**Q[X+1] Forecast:** $[X]M revenue, $[X]K burn — [confidence: high/medium/low]
|
|
|
|
---
|
|
|
|
## Slide 4: Revenue & Pipeline (CRO)
|
|
|
|
**ARR Waterfall**
|
|
```
|
|
Starting ARR: $[X]M
|
|
+ New ARR: +$[X]K
|
|
+ Expansion ARR: +$[X]K
|
|
- Churned ARR: -$[X]K
|
|
- Contraction ARR: -$[X]K
|
|
= Ending ARR: $[X]M
|
|
```
|
|
|
|
**Health Metrics**
|
|
- NRR: [X]% | Logo churn: [X]% | Avg ACV: $[X]K
|
|
|
|
**Pipeline (next 90 days)**
|
|
| Stage | # Deals | $ Value |
|
|
|-------|---------|---------|
|
|
| Proposal | [X] | $[X]K |
|
|
| Negotiation | [X] | $[X]K |
|
|
| Verbal commit | [X] | $[X]K |
|
|
|
|
**Q[X+1] Forecast:** $[X]M ARR — [one sentence confidence statement]
|
|
|
|
**Top 3 Deals**
|
|
1. [Company] — $[X]K ARR — close date [X] — risk: [one word]
|
|
2. [Company] — $[X]K ARR — close date [X] — risk: [one word]
|
|
3. [Company] — $[X]K ARR — close date [X] — risk: [one word]
|
|
|
|
---
|
|
|
|
## Slide 5: Product Update (CPO)
|
|
|
|
**Shipped This Quarter**
|
|
- [Feature/initiative] — impact: [metric or user outcome]
|
|
- [Feature/initiative] — impact: [metric or user outcome]
|
|
- [Feature/initiative] — impact: [metric or user outcome]
|
|
|
|
**Shipping Next Quarter**
|
|
- [Feature] — target: [date] — why it matters: [one line]
|
|
- [Feature] — target: [date] — why it matters: [one line]
|
|
- [Feature] — target: [date] — why it matters: [one line]
|
|
|
|
**PMF Signals**
|
|
- NPS: [X] (trend: [up/flat/down])
|
|
- DAU/MAU: [X]%
|
|
- Feature adoption ([key feature]): [X]%
|
|
|
|
**Key Learning:** [One thing customer research taught you this quarter]
|
|
|
|
---
|
|
|
|
## Slide 6: Growth & Marketing (CMO)
|
|
|
|
**CAC by Channel**
|
|
| Channel | CAC | Pipeline $ | % of Total |
|
|
|---------|-----|-----------|------------|
|
|
| Outbound | $[X]K | $[X]K | [X]% |
|
|
| Inbound | $[X]K | $[X]K | [X]% |
|
|
| Partner | $[X]K | $[X]K | [X]% |
|
|
|
|
**What's Working:** [One channel or initiative with data]
|
|
**What We Cut:** [One thing, and why]
|
|
**What We're Testing:** [One experiment running now]
|
|
|
|
---
|
|
|
|
## Slide 7: Engineering & Technical (CTO)
|
|
|
|
**Delivery**
|
|
- Velocity trend: [up/flat/down vs last quarter]
|
|
- Q[X] commitments delivered: [X]% on time
|
|
|
|
**Quality & Reliability**
|
|
- P0/P1 incidents: [X] (vs [X] last quarter)
|
|
- Uptime: [X]%
|
|
- Infrastructure cost: $[X]K/month (trend: [up/flat/down])
|
|
|
|
**Tech Debt**
|
|
- Ratio: [X]% of roadmap allocated to debt reduction
|
|
- Key item in progress: [description, target date]
|
|
|
|
**Security:** [one line status; flag anything pending]
|
|
|
|
---
|
|
|
|
## Slide 8: Team & People (CHRO)
|
|
|
|
**Headcount**
|
|
- Total: [X] (vs [X] plan, [X] last quarter)
|
|
- By function: Eng [X], Product [X], Sales [X], CS [X], G&A [X]
|
|
|
|
**Hiring**
|
|
- Hired this quarter: [X]
|
|
- Open reqs: [X] — time-to-fill avg: [X] days
|
|
- Offers outstanding: [X]
|
|
|
|
**Retention**
|
|
- Regrettable attrition: [X]% (annualized)
|
|
- Engagement score: [X]/10 (trend: [up/flat/down])
|
|
|
|
**Notable Hires:** [Name, role — one sentence on why they matter]
|
|
**Key Open Roles:** [Role, priority: critical/high/medium]
|
|
|
|
---
|
|
|
|
## Slide 9: Risk & Security (CISO)
|
|
|
|
**Compliance Status**
|
|
| Certification | Status | Target Date |
|
|
|--------------|--------|-------------|
|
|
| [SOC 2 / ISO 27001 / etc.] | [In progress / Complete / Not started] | [Date] |
|
|
|
|
**Security Posture:** [One line — overall status]
|
|
|
|
**Incidents This Quarter:** [X] total — [description if >0]
|
|
|
|
**Top Risks**
|
|
1. [Risk] — likelihood: [H/M/L] — impact: [H/M/L] — mitigation: [one line]
|
|
2. [Risk] — likelihood: [H/M/L] — impact: [H/M/L] — mitigation: [one line]
|
|
3. [Risk] — likelihood: [H/M/L] — impact: [H/M/L] — mitigation: [one line]
|
|
|
|
---
|
|
|
|
## Slide 10: Strategic Outlook (CEO)
|
|
|
|
**Q[X+1] Priorities**
|
|
1. [Priority] — owner: [name] — success metric: [specific]
|
|
2. [Priority] — owner: [name] — success metric: [specific]
|
|
3. [Priority] — owner: [name] — success metric: [specific]
|
|
|
|
**Asks from the Board**
|
|
- [Specific ask: warm intro / advice / vote / resource]
|
|
- [Specific ask]
|
|
- [Specific ask]
|
|
|
|
**Decisions Needed Today**
|
|
- [Decision with options]: [Option A] vs [Option B] — recommendation: [A/B] — rationale: [one line]
|
|
|
|
---
|
|
|
|
## Appendix
|
|
|
|
- A1: Full P&L (monthly, last 4 quarters)
|
|
- A2: 3-year financial model
|
|
- A3: Customer list / ARR breakdown
|
|
- A4: Full pipeline by deal
|
|
- A5: Cohort retention analysis
|
|
- A6: Org chart + headcount detail
|
|
- A7: [Other as relevant]
|