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stakeholder-craft skill

/stakeholder-craft

This skill helps you manage stakeholder relationships using Radical Candor and SBI to deliver feedback, navigate tough conversations, and build

npx playbooks add skill menkesu/awesome-pm-skills --skill stakeholder-craft

Review the files below or copy the command above to add this skill to your agents.

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SKILL.md
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---
name: stakeholder-craft
description: Manages stakeholder relationships using Kim Scott's Radical Candor and Carole Robin's interpersonal dynamics. Use when giving/receiving feedback, navigating difficult conversations, or building trust across teams.
---

# Stakeholder Orchestration

## When This Skill Activates

Claude uses this skill when:
- Managing stakeholder relationships
- Giving or receiving feedback
- Navigating difficult conversations
- Building cross-functional trust

## Core Frameworks

### 1. Radical Candor (Source: Kim Scott)

**The Framework:**
```
Care Personally + Challenge Directly = Radical Candor

Four Quadrants:
1. Radical Candor (care + challenge) ✅
2. Ruinous Empathy (care, don't challenge)
3. Obnoxious Aggression (challenge, don't care)
4. Manipulative Insincerity (neither)
```

### 2. SBI Feedback Model

**Structure:**
- **Situation:** When/where it happened
- **Behavior:** What they did (observable)
- **Impact:** How it affected you/team

**Example:**
```markdown
"In yesterday's meeting (Situation), 
when you interrupted Sarah three times (Behavior), 
it made her feel unheard and the team uncomfortable (Impact)."
```

---

## Action Templates

### Template: Difficult Conversation

```markdown
# Conversation Prep: [Topic]

## Context
- Who: [person]
- Issue: [what needs to be addressed]
- Goal: [desired outcome]

## SBI Structure

**Situation:**
"In [specific time/place]..."

**Behavior:**
"When you [specific observable action]..."

**Impact:**
"It caused [specific effect]..."

## Radical Candor Check
- [ ] I care about this person (show it)
- [ ] I'm being direct (not vague)
- [ ] I'm offering help (not just criticizing)

## Response Preparation
- If defensive: [how to respond]
- If agrees: [next steps]
- If disagrees: [how to find common ground]
```

---

## Quick Reference

### 🤝 Feedback Checklist

**Before Giving Feedback:**
- [ ] Check motivation (helping, not venting)
- [ ] Use SBI structure
- [ ] Apply Radical Candor (care + direct)
- [ ] Offer solutions

**During Conversation:**
- [ ] Two-way dialogue
- [ ] Listen actively
- [ ] Find common ground
- [ ] Agree on next steps

---

## Key Quotes

**Kim Scott:**
> "Care Personally, Challenge Directly. That's Radical Candor."

**Carole Robin:**
> "The most important thing in any relationship is to say the thing you think you cannot say."

Overview

This skill manages stakeholder relationships using Kim Scott's Radical Candor and Carole Robin's interpersonal dynamics. It helps you give and receive feedback, navigate difficult conversations, and build cross-functional trust. Use it to prepare, structure, and follow up on high-stakes interactions so outcomes are clear and relationships improve.

How this skill works

The skill inspects conversation context, stakeholder roles, and the desired outcome, then builds a structured script based on Radical Candor and the SBI (Situation-Behavior-Impact) model. It generates a preparation checklist, a concise SBI message, and defensive/constructive response options. Finally, it suggests follow-up steps to lock in accountability and repair trust where needed.

When to use it

  • Giving or receiving constructive feedback
  • Preparing for a difficult one-on-one or stakeholder meeting
  • Resolving recurring interpersonal friction within a team
  • Aligning cross-functional partners after a misstep
  • Coaching a direct report on communication or collaboration

Best practices

  • Always start by clarifying your intent: are you helping, not venting
  • Frame feedback using SBI: specific situation, observable behavior, and impact
  • Demonstrate care before delivering the challenge—acknowledge strengths
  • Prepare responses for likely defenses and how you'll redirect to outcomes
  • Agree on specific next steps and check-in dates to track progress
  • Use two-way listening: invite the other person’s perspective and co-create solutions

Example use cases

  • Prepare a one-on-one where you must address consistent missed deadlines using SBI and clear next steps
  • Coach a peer who interrupts teammates by describing the observable behavior and its team impact
  • De-escalate a heated cross-functional meeting by applying Radical Candor language that shows care and states expectations
  • Draft a follow-up message after a difficult conversation to summarize agreements and schedule a check-in
  • Coach a manager on delivering growth-oriented feedback while preserving trust

FAQ

How do I know if I'm being caring or just soft?

Check whether your message includes a clear challenge and a proposed path forward. Caring shows up as specific support (offers to help, resources, time), not vague praise. If you only reassure without next steps, you’re leaning toward ruinous empathy.

What if the other person reacts defensively?

Acknowledge their feeling briefly, restate the observable behavior and impact, and shift to curiosity: ask for their perspective. Offer concrete options to move forward and schedule a follow-up to revisit progress.