[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"skill:01M721EVTEE93775JCGC7J2AWY":3,"skill-same:01M721EVTEE93775JCGC7J2AWY":56},{"skillNo":4,"name":5,"nameZh":6,"description":7,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":12,"repositoryNo":13,"starsCount":14,"licenseSpdxId":15,"licenseFileUrl":6,"sourceHtmlUrl":16,"categories":17,"keywords":18,"publishedAt":19,"linkOnly":20,"markdownContent":21,"markdownBody":22,"frontMatter":23,"refName":24,"commitSha":25,"skillDirectory":26,"forksCount":27,"repositoryHtmlUrl":28,"repositoryHomepageUrl":6,"ownerHtmlUrl":29,"ownerBlogUrl":30,"ownerDescription":6,"updatedAt":31,"install":32,"resources":45},"01M721EVTEE93775JCGC7J2AWY","coaching-development",null,"Help users transition from individual execution to a coaching-centric leadership style that scales through the growth of their team. It focuses on identifying skill deficits, providing reflection space, and leveraging frameworks to accelerate professional maturity.","RefoundAI\u002Flenny-skills","RefoundAI","https:\u002F\u002Favatars.githubusercontent.com\u002Fu\u002F255975868?v=4","01M721DSF5B375R505WE1SQZPF","Refound","01M721DSFWW3XREBG7D7658RM0",1482,"MIT","https:\u002F\u002Fgithub.com\u002FRefoundAI\u002Flenny-skills\u002Fblob\u002Fmain\u002Fskills\u002Fcoaching-development\u002FSKILL.md",[],[],"2026-11-10 15:11:54",false,"---\nname: coaching-development\ndescription: Help users transition from individual execution to a coaching-centric leadership style that scales through the growth of their team. It focuses on identifying skill deficits, providing reflection space, and leveraging frameworks to accelerate professional maturity.\n---\n\n# Coaching and Talent Development\n\nBuild a high-performing team by shifting from a problem-solver to a growth-accelerator.\n\nHelp the user with coaching and talent development using insights from 18 guests and posts across Lenny's Podcast and Newsletter.\n\n## How to Help\n\n1. **Assess skill gaps** - Help the user identify specific technical or behavioral areas where their team members are currently struggling.\n2. **Select frameworks** - Recommend specific career ladders, rubrics, or AI-driven coaching tools from the corpus to provide objective standards.\n3. **Design growth plans** - Assist in creating next bigger challenges and quarterly stretch assignments for individual direct reports.\n4. **Practice reflection** - Guide the user in moving from giving immediate answers to asking powerful, curiosity-driven questions.\n\n## Core Principles\n\n### Reframe Underperformance as Skill Deficits\nDr. Becky Kennedy: \"When you look at bad behavior, the actual problem is someone doesn't have the skill they need to manage something happening internally.\"\n\nIdentify the specific internal skill a struggling employee lacks to manage their current challenges instead of viewing it as a character flaw.\n\n### Lead with Personal Accountability\nElizabeth Stone: \"It’s more about how much I care about excellence, I guess. So giving it my best in those situations. And that might not mean that I work really wild hours or I work weekends or I’m the one who’s willing to sacrifice the vacation. I’ve actually tried to avoid setting that as an expectation, but more that I hold myself to a very high standard.\"\n\nHigh standards begin with the leader's own commitment to quality and promptness, ensuring you never become the bottleneck for your team.\n\n### Utilize Quarterly Stretch Assignments\nPetra Wille: \"And creating such a list once a quarter, for example, you block yourself an hour in your calendar, you write down the names of your direct reports, and then you just think about, 'Okay, what would be this next bigger challenge for them?'\"\n\nPush individual contributors to develop new competencies by maintaining a running list of next bigger challenges tailored to their growth needs.\n\n### Shift Energy into Curiosity\nRachel Lockett: \"But great leaders know that when you try to advise and have the answer all the time, you're not actually equipping your team to go solve the hard problems. You're training your team to come to you with all of the hard problems.\"\n\nWhen a team member brings a hard problem, resist the urge to solve it immediately and instead practice active listening to understand the underlying blocks.\n\n### Apply Selective Micromanagement\nRavi Mehta: \"The right answer is to micromanage, but do it in a very tactical and a very temporary way so that you can help them understand what is the right direction moving forward so that you can then pull back.\"\n\nUse hands-on guidance as a temporary tactical intervention to course-correct a team that has lost its way, then step back once confidence is restored.\n\n### Invest in Managerial Effectiveness\nFrom \"How tech workers really feel about work right now\": \"People with great managers also feel 63% (!) more belonging, 31% less burnout, and 62% (!!!) more job enjoyment compared to those with ineffective managers. Leadership quality may be the single most important lever for retention.\"\n\nPrioritize your own leadership training because manager quality is the primary driver of team well-being, belonging, and talent retention.\n\n## Questions to Help Users\n\n- \"What is the specific skill or behavior currently holding back your highest-potential team member?\"\n- \"When a report brings you a problem, what percentage of the time do you provide the solution versus asking a question?\"\n- \"Do you have a documented definition of product excellence that your team uses as a shared compass?\"\n- \"How often do you block dedicated time to reflect specifically on the long-term growth of each direct report?\"\n- \"Are you currently holding onto any tasks or monkeys that should be delegated to empower your team members?\"\n\n## Common Mistakes to Flag\n\n- **Solving every problem** - This creates a dependency that stunts the team's ability to develop the autonomy needed to tackle challenges independently.\n- **Treating performance as a character trait** - Framing issues as who someone is rather than what they can do prevents effective coaching and skill-based correction.\n- **Accepting upward delegation** - Taking on monkeys from your reports creates a backlog for you while simultaneously disempowering the team member.\n- **Undervaluing the transition to manager-of-managers** - Leading through other leaders requires a fundamentally different skill set that many underestimate during their career progression.\n\n## Deep Dive\n\nFor all 47 sourced insights from 18 guests, see `references\u002Fguest-insights.md`\n\n## Related Skills\n\n- Hiring Product Talent\n- Interviewing Evaluating Candidates\n- Org Design\n- Building Growth Team\n","# Coaching and Talent Development\n\nBuild a high-performing team by shifting from a problem-solver to a growth-accelerator.\n\nHelp the user with coaching and talent development using insights from 18 guests and posts across Lenny's Podcast and Newsletter.\n\n## How to Help\n\n1. **Assess skill gaps** - Help the user identify specific technical or behavioral areas where their team members are currently struggling.\n2. **Select frameworks** - Recommend specific career ladders, rubrics, or AI-driven coaching tools from the corpus to provide objective standards.\n3. **Design growth plans** - Assist in creating next bigger challenges and quarterly stretch assignments for individual direct reports.\n4. **Practice reflection** - Guide the user in moving from giving immediate answers to asking powerful, curiosity-driven questions.\n\n## Core Principles\n\n### Reframe Underperformance as Skill Deficits\nDr. Becky Kennedy: \"When you look at bad behavior, the actual problem is someone doesn't have the skill they need to manage something happening internally.\"\n\nIdentify the specific internal skill a struggling employee lacks to manage their current challenges instead of viewing it as a character flaw.\n\n### Lead with Personal Accountability\nElizabeth Stone: \"It’s more about how much I care about excellence, I guess. So giving it my best in those situations. And that might not mean that I work really wild hours or I work weekends or I’m the one who’s willing to sacrifice the vacation. I’ve actually tried to avoid setting that as an expectation, but more that I hold myself to a very high standard.\"\n\nHigh standards begin with the leader's own commitment to quality and promptness, ensuring you never become the bottleneck for your team.\n\n### Utilize Quarterly Stretch Assignments\nPetra Wille: \"And creating such a list once a quarter, for example, you block yourself an hour in your calendar, you write down the names of your direct reports, and then you just think about, 'Okay, what would be this next bigger challenge for them?'\"\n\nPush individual contributors to develop new competencies by maintaining a running list of next bigger challenges tailored to their growth needs.\n\n### Shift Energy into Curiosity\nRachel Lockett: \"But great leaders know that when you try to advise and have the answer all the time, you're not actually equipping your team to go solve the hard problems. You're training your team to come to you with all of the hard problems.\"\n\nWhen a team member brings a hard problem, resist the urge to solve it immediately and instead practice active listening to understand the underlying blocks.\n\n### Apply Selective Micromanagement\nRavi Mehta: \"The right answer is to micromanage, but do it in a very tactical and a very temporary way so that you can help them understand what is the right direction moving forward so that you can then pull back.\"\n\nUse hands-on guidance as a temporary tactical intervention to course-correct a team that has lost its way, then step back once confidence is restored.\n\n### Invest in Managerial Effectiveness\nFrom \"How tech workers really feel about work right now\": \"People with great managers also feel 63% (!) more belonging, 31% less burnout, and 62% (!!!) more job enjoyment compared to those with ineffective managers. Leadership quality may be the single most important lever for retention.\"\n\nPrioritize your own leadership training because manager quality is the primary driver of team well-being, belonging, and talent retention.\n\n## Questions to Help Users\n\n- \"What is the specific skill or behavior currently holding back your highest-potential team member?\"\n- \"When a report brings you a problem, what percentage of the time do you provide the solution versus asking a question?\"\n- \"Do you have a documented definition of product excellence that your team uses as a shared compass?\"\n- \"How often do you block dedicated time to reflect specifically on the long-term growth of each direct report?\"\n- \"Are you currently holding onto any tasks or monkeys that should be delegated to empower your team members?\"\n\n## Common Mistakes to Flag\n\n- **Solving every problem** - This creates a dependency that stunts the team's ability to develop the autonomy needed to tackle challenges independently.\n- **Treating performance as a character trait** - Framing issues as who someone is rather than what they can do prevents effective coaching and skill-based correction.\n- **Accepting upward delegation** - Taking on monkeys from your reports creates a backlog for you while simultaneously disempowering the team member.\n- **Undervaluing the transition to manager-of-managers** - Leading through other leaders requires a fundamentally different skill set that many underestimate during their career progression.\n\n## Deep Dive\n\nFor all 47 sourced insights from 18 guests, see `references\u002Fguest-insights.md`\n\n## Related Skills\n\n- Hiring Product Talent\n- Interviewing Evaluating Candidates\n- Org Design\n- Building Growth Team\n",{"name":5,"description":7},"main","13598cc54e09399bc1bc1398b0fca284110efb2f","skills\u002Fcoaching-development",186,"https:\u002F\u002Fgithub.com\u002FRefoundAI\u002Flenny-skills","https:\u002F\u002Fgithub.com\u002FRefoundAI","https:\u002F\u002Frefoundai.com","2026-07-17 00:24:54",{"source":8,"skillName":5,"commands":33,"prompt":43,"zipAvailable":44},[34,37,40],{"tool":35,"command":36},"npx","npx skills add RefoundAI\u002Flenny-skills --skill coaching-development",{"tool":38,"command":39},"bunx","bunx skills add RefoundAI\u002Flenny-skills --skill coaching-development",{"tool":41,"command":42},"pnpm","pnpm dlx skills add RefoundAI\u002Flenny-skills --skill coaching-development","安装技能，技能地址：https:\u002F\u002Fgithub.com\u002FRefoundAI\u002Flenny-skills\u002Fblob\u002Fmain\u002Fskills\u002Fcoaching-development\u002FSKILL.md",true,[46,52],{"path":47,"resourceType":48,"resourceTypeDesc":49,"sizeBytes":50,"sourceHtmlUrl":51},"references\u002Fartifacts.md","REFERENCE","参考文档",48934,"https:\u002F\u002Fgithub.com\u002FRefoundAI\u002Flenny-skills\u002Fblob\u002Fmain\u002Fskills\u002Fcoaching-development\u002Freferences\u002Fartifacts.md",{"path":53,"resourceType":48,"resourceTypeDesc":49,"sizeBytes":54,"sourceHtmlUrl":55},"references\u002Fguest-insights.md",55498,"https:\u002F\u002Fgithub.com\u002FRefoundAI\u002Flenny-skills\u002Fblob\u002Fmain\u002Fskills\u002Fcoaching-development\u002Freferences\u002Fguest-insights.md",[57,64,71,78,85,92],{"skillNo":58,"name":59,"nameZh":6,"description":60,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":12,"repositoryNo":13,"starsCount":14,"licenseSpdxId":15,"licenseFileUrl":6,"sourceHtmlUrl":61,"categories":62,"keywords":63,"publishedAt":19},"01M721KZTVCM9BVH7MHW87N5Y9","pricing-strategy","Help users validate willingness-to-pay, select the right value metrics, and continuously optimize pricing and packaging to drive growth.","https:\u002F\u002Fgithub.com\u002FRefoundAI\u002Flenny-skills\u002Fblob\u002Fmain\u002Fskills\u002Fpricing-strategy\u002FSKILL.md",[],[],{"skillNo":65,"name":66,"nameZh":6,"description":67,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":12,"repositoryNo":13,"starsCount":14,"licenseSpdxId":15,"licenseFileUrl":6,"sourceHtmlUrl":68,"categories":69,"keywords":70,"publishedAt":19},"01M721KX6SKV1QTGEM1S3YPJW4","pr-and-press","Help users design and execute a press strategy that moves beyond vanity metrics to achieve specific business goals like funding, user acquisition, or B2B credibility.","https:\u002F\u002Fgithub.com\u002FRefoundAI\u002Flenny-skills\u002Fblob\u002Fmain\u002Fskills\u002Fpr-and-press\u002FSKILL.md",[],[],{"skillNo":72,"name":73,"nameZh":6,"description":74,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":12,"repositoryNo":13,"starsCount":14,"licenseSpdxId":15,"licenseFileUrl":6,"sourceHtmlUrl":75,"categories":76,"keywords":77,"publishedAt":19},"01M721KT0Q8WZMF0TQ047WN0G8","positioning","Help users define the strategic context for their product by identifying the right competitive alternatives, unique value drivers, and target segments to win a market category.","https:\u002F\u002Fgithub.com\u002FRefoundAI\u002Flenny-skills\u002Fblob\u002Fmain\u002Fskills\u002Fpositioning\u002FSKILL.md",[],[],{"skillNo":79,"name":80,"nameZh":6,"description":81,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":12,"repositoryNo":13,"starsCount":14,"licenseSpdxId":15,"licenseFileUrl":6,"sourceHtmlUrl":82,"categories":83,"keywords":84,"publishedAt":19},"01M721KQ8YZ7XT5G3XZDADP42C","pm-career-growth","Help users navigate the path from junior product manager to executive leadership by focusing on ownership, cross-functional influence, and intentional career design.","https:\u002F\u002Fgithub.com\u002FRefoundAI\u002Flenny-skills\u002Fblob\u002Fmain\u002Fskills\u002Fpm-career-growth\u002FSKILL.md",[],[],{"skillNo":86,"name":87,"nameZh":6,"description":88,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":12,"repositoryNo":13,"starsCount":14,"licenseSpdxId":15,"licenseFileUrl":6,"sourceHtmlUrl":89,"categories":90,"keywords":91,"publishedAt":19},"01M721KN2HYHP8ARXQZ2HJQRYN","plg-sales-integration","Help users transition from a pure self-serve model to a hybrid motion that uses human sales to capture large enterprise deals while maintaining a frictionless product entry point.","https:\u002F\u002Fgithub.com\u002FRefoundAI\u002Flenny-skills\u002Fblob\u002Fmain\u002Fskills\u002Fplg-sales-integration\u002FSKILL.md",[],[],{"skillNo":93,"name":94,"nameZh":6,"description":95,"descriptionZh":6,"repositoryFullName":8,"ownerLogin":9,"ownerAvatarUrl":10,"ownerAccountNo":11,"ownerDisplayName":12,"repositoryNo":13,"starsCount":14,"licenseSpdxId":15,"licenseFileUrl":6,"sourceHtmlUrl":96,"categories":97,"keywords":98,"publishedAt":19},"01M721KJ4GAK1NZF713QN9AWGT","plg-fundamentals","Help users master the transition from sales-led to product-led growth by leveraging the product itself as the primary vehicle for customer education and revenue generation.","https:\u002F\u002Fgithub.com\u002FRefoundAI\u002Flenny-skills\u002Fblob\u002Fmain\u002Fskills\u002Fplg-fundamentals\u002FSKILL.md",[],[]]