Files
claude-skills-reference/c-level-advisor/scenario-war-room/references/scenario-planning.md
Alireza Rezvani 466aa13a7b feat: C-Suite expansion — 8 new executive advisory roles (2→10) (#264)
* 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>
2026-03-06 01:35:08 +01:00

213 lines
7.8 KiB
Markdown
Raw Blame History

This file contains ambiguous Unicode characters
This file contains Unicode characters that might be confused with other characters. If you think that this is intentional, you can safely ignore this warning. Use the Escape button to reveal them.
# Scenario Planning Reference
## Shell's Scenario Planning Methodology
Shell invented modern scenario planning in the 1970s after the oil crisis. Core insight: **scenarios are not forecasts — they're tools for thinking.**
### Shell's Principles (adapted for startups)
1. **Scenarios are mutually exclusive, collectively exhaustive** — they cover the space of possibilities without overlapping
2. **2x2 matrix** — pick 2 critical uncertainties (not risks — uncertainties); cross them to get 4 scenarios
3. **Name the scenarios** — named scenarios are remembered; numbered ones aren't
4. **Identify predetermined elements** — things that will happen regardless of scenario (regulatory changes, tech trends)
5. **Early indicators** — each scenario has signals you can monitor today
### Shell's 2x2 for Startups
Critical uncertainties for early-stage SaaS:
| | Market grows fast | Market grows slow |
|---|---|---|
| **We raise successfully** | "Blue Ocean" — execute hard | "Ramp Carefully" — efficiency focus |
| **We bridge/delay raise** | "Scrappy Growth" — ramen profitability | "Survival Mode" — cut to core |
Build your war room sessions around whichever quadrant is most relevant right now.
---
## Monte Carlo Thinking for Startups
Monte Carlo = running thousands of simulations with random variables to understand probability distributions.
You don't need software. Apply the mental model:
### The Mental Monte Carlo Process
1. **Identify the key variables** (3-5 max)
2. **Assign ranges** — not point estimates
- CAC: $6K$12K (uniform distribution)
- Close rate: 20%40% (normal, mean 30%)
- Churn: 5%20% (right-skewed — bad tail is worse)
3. **Run mental scenarios** — pick low/mid/high for each
4. **Identify the combinations that kill you** — which variable combinations make runway hit zero?
5. **Focus hedging on** the 20% of combinations that account for 80% of kill scenarios
### Practical Monte Carlo Heuristic
For revenue forecasting, always state:
- **P90** (90% confidence you'll exceed this)
- **P50** (median case)
- **P10** (only 10% chance you'll exceed this — your "stretch")
Boards respect ranges. Point estimates are usually wrong and make you look naive.
---
## Pre-Mortem Technique
A pre-mortem asks: *"It's 12 months from now. We failed. Why?"*
It's the opposite of planning (which asks why you'll succeed). It surfaces hidden risks that optimism suppresses.
### Running a Pre-Mortem
**Setup:**
- Time: 90 minutes
- Participants: leadership team
- Facilitator: neutral (COO, or external)
- Assumption: "It's [date 12 months out]. The company failed / missed its major goal. This is real."
**Phase 1 — Silence (10 minutes):**
Each person writes their top 3 reasons the failure happened. No discussion.
**Phase 2 — Round Robin (30 minutes):**
Each person shares one reason per turn. Facilitator captures on whiteboard. No debate yet.
**Phase 3 — Cluster (20 minutes):**
Group similar causes. Identify the top 5 clusters.
**Phase 4 — Probability & Impact (20 minutes):**
For each cluster: P(likely) × impact = risk score. Rank.
**Phase 5 — Mitigation (10 minutes):**
Top 3 risks: what one action would most reduce each?
### Pre-Mortem Prompt Variants
- "It's March 2027. We ran out of money. Why?"
- "It's Q4. We lost 3 enterprise customers in 60 days. What happened?"
- "It's next year. Our top competitor took 40% of the market. How?"
- "It's 18 months from now. Half the engineering team left. What triggered it?"
---
## Cascade Effect Mapping
Cascades are where most startups get surprised. The first hit is expected — the second and third aren't.
### Cascade Mapping Format
Draw as a chain:
```
INITIAL EVENT
↓ [immediate effect: domain, severity, timeline]
SECONDARY EFFECT
↓ [cascade mechanism: how A causes B]
TERTIARY EFFECT
↓ [cascade mechanism]
END STATE [runway impact, ARR impact, team impact]
```
### Common Cascade Patterns
**Revenue → Cash → People:**
```
Customer churns ($400K ARR)
↓ CFO: runway drops 14→9 months; bridge needed
↓ CHRO: hiring freeze; morale drops; attrition risk
↓ CTO: roadmap slips; key engineers leave for certainty
↓ CPO: product quality drops; more churn risk
↓ CRO: harder to win new logos without product velocity
END STATE: Death spiral if not interrupted at step 2
```
**Fundraise → Operations → Product:**
```
Fundraise delayed 6 months
↓ CFO: bridge at unfavorable terms; equity dilution
↓ COO: freeze all non-essential spend; process degrades
↓ CPO: roadmap cut to 40% of planned scope
↓ CTO: no infra investment; tech debt accelerates
↓ CRO: product gaps start losing deals to feature-complete competitors
END STATE: Weaker position at next raise; lower valuation
```
**People → Product → Revenue:**
```
Lead engineer + 2 seniors leave (30% of eng team)
↓ CTO: velocity drops 50%; critical features slip Q3→Q4
↓ CPO: Q4 launch cancelled; roadmap confidence collapses
↓ CRO: 3 enterprise deals cite product timeline → delays/losses
↓ CFO: $600K pipeline at risk; raises needed earlier
END STATE: Fundraise from position of weakness; team morale spiral
```
### Identifying Cascade Break Points
Every cascade has a point where intervention is cheapest. Find it:
- Step 1: Very expensive to prevent (existential)
- Step 2: Moderate cost (management action)
- Step 3: Cheap (early signal response)
Always try to interrupt at Step 2 or earlier.
---
## Trigger-Based Contingency Plans
Triggers are measurable signals you commit to acting on **before** the scenario fully materializes.
### Trigger Design Principles
1. **Measurable** — not "things look bad" but "cash below $800K"
2. **Leading, not lagging** — triggers should fire 60-90 days before the crisis
3. **Pre-committed responses** — when trigger fires, the action is already decided
4. **Owner assigned** — who watches for this trigger?
### Trigger Examples
**Cash / Runway:**
```
Trigger: Cash drops below $1M (or runway < 6 months)
Pre-committed response:
- CFO: activate credit line within 48 hours
- CEO: begin bridge conversations with existing investors
- COO: implement 20% spend reduction plan (already drafted)
Owner: CFO (weekly cash report to CEO)
```
**Customer Health:**
```
Trigger: Any customer >10% ARR shows 3 of: [sponsor gone dark, usage -25%,
no renewal discussion by 90 days before contract end, missed QBR]
Pre-committed response:
- CRO: executive escalation call within 48 hours
- CPO: product health review scheduled
- CEO: direct outreach if escalation fails
Owner: CRO (health score dashboard, weekly)
```
**Fundraise:**
```
Trigger: <3 term sheets after 8 weeks of active process
Pre-committed response:
- CEO: expand process to 10 additional firms
- CFO: model bridge scenarios; draft bridge terms
- COO: prepare 90-day cost reduction plan
Owner: CEO (weekly fundraise status)
```
---
## How Many Scenarios to Model
**Answer: 3-4 max per planning cycle.**
The math: 3 scenarios × 6 domains × 3 severity levels = 54 combinations. That's already overwhelming. More scenarios don't improve decisions — they paralyze them.
### The Right 3-4 Scenarios
1. **Most likely adverse scenario** — what actually keeps you up at night
2. **Market/macro scenario** — something outside your control
3. **Black swan** — low probability, existential if it hits
4. **Compound scenario** — your top 2 adverse events happening simultaneously
### What Kills Scenario Planning
- **Too many scenarios** — decision paralysis
- **Only modeling what's comfortable** — survivorship bias
- **No pre-committed responses** — it's just worry, not planning
- **Not revisiting** — scenarios from 12 months ago are often irrelevant
- **Treating scenarios as forecasts** — they're possibilities, not predictions
- **Confusing risk with uncertainty** — risk has known probabilities; uncertainty doesn't