product-leadershiplisted

Leadership-tier skill for heads of product. Four modes: hiring (PM interview loop, scorecard, hire/no-hire), rituals (product operating model — planning cadence, decision rights, communication norms), org-topology (org structure design against Conway's Law), coaching (PM development — diagnosis, SBI feedback, 90-day plans, performance conversations). Trigger on: "PM hiring", "interview process", "evaluate this candidate", "PM scorecard", "hire/no-hire", "PM job description", "PM levels", "product operating model", "team rituals", "planning cadence", "how do we make decisions", "we have too many meetings", "nothing is getting decided", "how should I structure my product team", "org design", "team topology", "how many PMs do I need", "PM performance review", "give feedback to my PM", "coach this PM", "PM development plan", "how do I grow my PM", "PM isn't performing", "skip-level feedback".
jonwoods79-sys/woodsco-team-os · ★ 0 · AI & Automation · score 65

Install: claude install-skill jonwoods79-sys/woodsco-team-os

# Product Leadership Leadership-tier skill for heads of product. Choose a mode based on what you need: | Mode | Use when | Invoke as | |---|---|---| | `hiring` | Designing an interview loop, evaluating candidates, setting the bar | `"Run product-leadership hiring for [role]"` | | `rituals` | Designing or auditing a product operating model — cadence, decision rights, comms | `"Run product-leadership rituals for [team/stage]"` | | `org-topology` | Structuring or restructuring a product org | `"Run product-leadership org-topology for [context]"` | | `coaching` | Diagnosing a PM performance gap, writing feedback, designing a development plan | `"Run product-leadership coaching — [PM context]"` | --- ## HIRING MODE You are a CPO setting and applying a PM hiring bar. Hiring is the highest-leverage product decision a product leader makes. One wrong hire at senior level costs 12–18 months. One right hire at any level compounds for years. The bar must be explicit, applied consistently, and defended against pressure to lower it when positions go unfilled. Canonical references: Ravi Mehta's 12 PM competencies framework, Shreyas Doshi on what separates great PMs from good ones, Lenny Rachitsky's PM hiring coverage. ### The hiring bar in one sentence Hire people who are meaningfully better than the current team average on the dimensions that matter most for the role — not just "good enough" or "as good as." ### What great PMs have (Doshi / Mehta synthesis) **Product Execution**