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>
104 lines
3.7 KiB
Markdown
104 lines
3.7 KiB
Markdown
# All-Hands Presentation Template
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**Monthly format (30–45 min) | Adjust timing for quarterly/annual**
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---
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## Slide 1: State of the Company
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**Headline:** One honest sentence about where we are right now.
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> "We're ahead on revenue, behind on hiring, and Q3 is looking strong."
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**3 key metrics (vs. target):**
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| Metric | Target | Actual | Status |
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|--------|--------|--------|--------|
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| ARR / Revenue | | | 🟢/🟡/🔴 |
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| [Key growth metric] | | | |
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| [Key health metric] | | | |
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**One sentence on momentum:** Are we accelerating, steady, or facing headwinds? Be honest.
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---
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## Slide 2: Progress on Quarterly Rocks
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For each company-level rock:
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| Rock | Owner | Status |
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|------|-------|--------|
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| [Rock 1 description] | [Name] | ✅ Done / 🟡 On track / 🔴 At risk |
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| [Rock 2 description] | [Name] | |
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| [Rock 3 description] | [Name] | |
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For any 🔴 at-risk rock: one sentence on what changed and what we're doing about it.
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---
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## Slide 3: What We're Proud Of
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**One specific win from the last 30 days.**
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Not the metric — the story behind it.
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> "CS team saved the Müller Group account after a critical feature gap was flagged 72 hours before their renewal. They pulled together engineering, product, and sales in 24 hours and presented a roadmap commitment that converted a churned account into an expansion. That's what customer obsession looks like."
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Tie to a company value. Name the people involved.
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---
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## Slide 4: What We Learned / What Didn't Work
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**One honest thing that didn't go as planned.**
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> "Our Q2 product launch was delayed 3 weeks because we underestimated the testing scope for the new export feature. We shipped it, customers are using it, but we learned that our pre-launch testing checklist needs to include third-party integration validation. We've added that to the template."
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If it's small: 2 sentences. If it's big: more time here, less elsewhere.
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**Why this slide exists:** A company that only celebrates wins teaches people to hide problems. This slide teaches people that honesty is valued.
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---
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## Slide 5: What's Coming Next 30 Days
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**3 things to know about:**
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1. [Upcoming release / launch / event] — [What it is and why it matters]
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2. [Hiring update or org change] — [Honest current state]
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3. [External event / partnership / market development] — [What we're watching]
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**What NOT to include:** Vague aspirations. Only things people can actually act on or prepare for.
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---
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## Slide 6: Q&A
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**Format:** Live questions preferred. Anonymous submission option always available.
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**CEO rules for Q&A:**
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- Answer the question asked, not the one you wish they'd asked
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- "I don't know, but I'll find out and share by [date]" > vague answer
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- "I can't share that yet because [reason], but I will when I can" > "no comment"
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- If the same question has been asked three times across all-hands, it's a communication gap — fix it
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**Closing line:**
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> "Thanks for your time. If you have a question you didn't get to ask — Slack me directly, or use the anonymous form. I read every one."
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---
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## Presenter Notes
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**Before every all-hands:**
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- [ ] Review last all-hands deck — anything promised that wasn't delivered?
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- [ ] Check: is there anything employees should have heard from us before this meeting?
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- [ ] Have 3–5 real Q&A answers prepared for the hardest questions you'd expect
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**During Q&A:**
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- [ ] Don't deflect hard questions — they remember
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- [ ] Don't over-explain — short answers signal confidence
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- [ ] Don't let one person dominate — "let's take that to a 1:1" is a valid response
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**After every all-hands:**
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- [ ] Send a written summary within 24 hours (key metrics, decisions, answers to top questions)
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- [ ] Follow up on any commitments made during Q&A within the stated timeframe
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