Team module - Actions
16 actions in 4 groups. Each card sends /team with a precise specification plus your optional brief.
Design
| Action | Deliverable |
|---|---|
| Org structure & chart | Structure derived from strategy: outcome streams, workload map, lightest fitting structure, Mermaid org chart with reporting lines and explicit trade-offs (org/org-chart.md) |
| Role definitions | One sheet per role: mission, 3-5 owned outcomes, activities, interfaces, skills, KPIs, reporting line, first-90-days success (org/roles/*.md) |
| RACI & decision rights | RACI matrix for key processes, escalation paths, flagged orphan or double-owned decisions (org/raci.md) |
| Rituals & governance | Operating rhythm: syncs, business reviews, OKR cadence - each with purpose, attendees, output, max duration (org/rituals.md) |
Staff
| Action | Deliverable |
|---|---|
| Hiring plan | Sequenced hiring with metric-based triggers ("hire X when Y passes Z"), cost estimates, early/late risks (org/hiring-plan.md) |
| Job descriptions | Ready-to-publish postings per role: mission-selling summary, responsibilities, must/nice-to-haves, process |
| Interview kits | Structured stages, questions per competency, 1-5 anchored scoring grids, red flags, comparison sheet |
| Onboarding plans | First-week checklist, 30-60-90 day objectives with success criteria, buddy and check-in cadence |
Run
| Action | Deliverable |
|---|---|
| Virtual AI team | 2-5 subagents spawned with complete briefs, roster tracking (team/roster.md), verified deliverables, merged final assembly |
| OKRs & goals | Company → team → role cascade, 3 objectives max with 2-4 measurable key results, vanity metrics flagged (org/okrs.md) |
| Project staffing | Workstreams, role assignments by skill and load, project RACI, capacity conflicts and single points of failure |
| Ops review pack | KPI dashboard structure, wins/misses, top risks with owners, decisions needed with recommendations |
Grow
| Action | Deliverable |
|---|---|
| Skills matrix & training | Competency matrix (current vs required), gaps and single points of failure, prioritized training plan |
| Performance & feedback | Review template, 1:1 structure and cadence, continuous feedback norms, calibration method |
| Career paths | Expert vs management tracks, level expectations, promotion criteria and process (org/careers/*.md) |
| Team health check | Survey (workload, clarity, autonomy, safety), interview guide, scoring model, action-plan template |