{"id":"24bbbb10-36c7-412b-8a96-75a6b87c5448","shortId":"GWUQED","kind":"skill","title":"coaching-pms","tagline":"Coach PMs: evidence-based assessment, growth bets, development plan, coaching cadence.","description":"# Coaching Product Managers\n\n## Scope\n\n**Covers**\n- Coaching a PM (direct report or mentee) to improve product craft, leadership, and decision quality\n- Converting \"be better at X\" into a measurable **development plan** with weekly reps + follow-ups\n- Defining what \"good PM\" means **in your context** and diagnosing skill depth using **Bloom's Taxonomy**\n- Building a coaching cadence that scales (coaching as the primary job of product leadership)\n\n**When to use**\n- \"Coach my PM on strategic thinking / product sense / execution.\"\n- \"Create a PM development plan / growth plan for the next 8–12 weeks.\"\n- \"Assess a PM's current level and decide what to coach next.\"\n- \"Define what 'good PM' means here and align on expectations.\"\n\n**When NOT to use**\n- You need a formal performance-management process (PIP, HR documentation, investigation) — use your company/HR process.\n- You only need 1:1 meeting design (use `running-effective-1-1s`).\n- The situation is primarily a conflict/difficult feedback moment (use `having-difficult-conversations`).\n- You need org-wide leveling/comp framework design (this pack can seed inputs, but it's not the full program).\n- You need to **delegate a specific task or project** with a brief and check-in plan (use `delegating-work`).\n- You need to **build a promotion case** with evidence and narrative (use `building-a-promotion-case`; this skill can feed inputs into that).\n\n## Inputs\n\n**Minimum required**\n- Your context: role (PM manager/product leader), team/product, stage, constraints\n- The PM: level/title, scope, tenure, strengths, current challenges\n- Coaching goal: what must be more true in 4–12 weeks (outcomes + behaviors)\n- Evidence: 2–5 examples of work (PRDs, launches, decisions, stakeholder feedback) — anonymized\n- Any existing ladder/role expectations/values (if available)\n\n**Missing-info strategy**\n- Ask up to 5 questions from [references/INTAKE.md](references/INTAKE.md) (3–5 at a time).\n- If role expectations or evidence are missing, proceed with explicit assumptions and label unknowns.\n- Do not request sensitive personal data; use behavior/evidence summaries.\n\n## Outputs (deliverables)\n\nProduce a **PM Coaching Pack** (Markdown in-chat; or files if requested) in this order:\n\n1) **Definition of \"Good PM\" (in this context)**  \n   - Competency model + observable behaviors + Bloom depth ladder\n2) **Current Assessment (evidence-based)**  \n   - Strengths, gaps, current level per competency, evidence notes, constraints vs skill gaps\n3) **Shared Vision (1–3 growth bets)**  \n   - Target level, success signals, why it matters, timeframe\n4) **Development Plan (practice loops + stretch work)**  \n   - Weekly reps, stretch assignment(s), required artifacts, coaching support, timeline, measurement\n5) **Coaching Cadence + Session Toolkit**  \n   - 1:1 structure, coaching prompts, feedback moments, artifact review points\n6) **Follow-up Tracker + Review Plan**  \n   - Checkpoints, how to evaluate progress, how to adjust the plan\n7) **Risks / Open questions / Next steps** (always included)\n\nTemplates: [references/TEMPLATES.md](references/TEMPLATES.md)  \nExpanded guidance: [references/WORKFLOW.md](references/WORKFLOW.md)\n\n## Workflow (8 steps)\n\n### 1) Intake + boundaries + coaching goal\n- **Inputs:** user context; [references/INTAKE.md](references/INTAKE.md).\n- **Actions:** Confirm this is a coaching engagement (not HR/PIP). Define timeframe and outcomes. Choose whether to output the full pack or a subset.\n- **Outputs:** Context snapshot + assumptions/unknowns.\n- **Checks:** Goal is stated as observable outcomes/behaviors (not personality traits).\n\n### 2) Define \"good PM\" for this role (Petra step 1)\n- **Inputs:** PM role scope; company context; any existing ladder/values.\n- **Actions:** Draft a context-specific competency model. For each competency, define behaviors and a Bloom ladder for skill depth (know → understand → apply → analyze → synthesize → evaluate).\n- **Outputs:** Definition of \"Good PM\" (competencies + behaviors + Bloom levels).\n- **Checks:** Expectations are observable; avoids vague labels like \"be more strategic\" without behaviors.\n\n### 3) Assess current capability using evidence (Petra step 2)\n- **Inputs:** work examples; feedback; self-assessment (optional).\n- **Actions:** Map evidence to competencies. Assign a current Bloom level per competency. Separate skill gaps from constraints (scope, unclear mandate, lack of data/authority).\n- **Outputs:** Current Assessment table.\n- **Checks:** Each claimed gap has at least 1 concrete evidence bullet; uncertainties are labeled.\n\n### 4) Choose 1–3 growth bets + shared vision (Petra step 3)\n- **Inputs:** assessment; business priorities; PM aspirations (if known).\n- **Actions:** Pick the highest-leverage competencies. Define target Bloom level + success signals. Align on what \"good\" looks like for this coaching cycle.\n- **Outputs:** Shared Vision (growth bets + targets).\n- **Checks:** Bets are achievable in timeframe; limit to 1–3 to avoid thrash.\n\n### 5) Build a development plan with \"reps\" (Petra step 4 + Bloom)\n- **Inputs:** growth bets; upcoming work; available support (mentors, tools, stakeholders).\n- **Actions:** Turn each bet into practice loops: weekly reps + a stretch assignment + required artifacts. Choose reps that deliberately move up Bloom levels.\n- **Outputs:** Development Plan.\n- **Checks:** Every bet has (a) reps, (b) artifacts, (c) a measurement signal, (d) a coach commitment.\n\n### 6) Design coaching cadence + session toolkit\n- **Inputs:** time budget; existing 1:1 cadence; tool constraints.\n- **Actions:** Propose cadence and meeting design (pre-work, agenda, artifact review points). Add coaching prompts that develop independent reasoning. Define \"when to be directive\" exceptions (risk/time-critical).\n- **Outputs:** Coaching Cadence + Session Toolkit.\n- **Checks:** Cadence is sustainable; coaching promotes autonomy (not dependency).\n\n### 7) Follow-up loop + measurement (Petra step 5)\n- **Inputs:** development plan + cadence.\n- **Actions:** Create a tracker and review checkpoints. Decide how progress will be evaluated (rubric + evidence). Define how/when to adjust bets if constraints change.\n- **Outputs:** Follow-up Tracker + Review Plan.\n- **Checks:** Progress is measured via artifacts and behaviors, not vibes.\n\n### 8) Quality gate + finalize pack\n- **Inputs:** full draft pack.\n- **Actions:** Run [references/CHECKLISTS.md](references/CHECKLISTS.md) and score with [references/RUBRIC.md](references/RUBRIC.md). Add **Risks / Open questions / Next steps**.\n- **Outputs:** Final PM Coaching Pack.\n- **Checks:** The next coaching session can be run using the toolkit without additional invention.\n\n## Quality gate (required)\n- Use [references/CHECKLISTS.md](references/CHECKLISTS.md) and [references/RUBRIC.md](references/RUBRIC.md).\n- Always include: **Risks**, **Open questions**, **Next steps**.\n\n## Examples\n\n**Example 1 (strategic thinking):** \"My PM is strong at execution but weak at strategy. Build an 8-week coaching plan, including an assessment and weekly reps.\"  \nExpected: growth bet around problem framing/insight synthesis; Bloom ladder; stretch work (opportunity assessment); cadence + artifact reviews.\n\n**Example 2 (stakeholder leadership):** \"Coach a senior PM to lead cross-functional alignment and improve exec comms.\"  \nExpected: bet on stakeholder mapping + decision briefs; practice reps (pre-reads, narratives); coaching prompts; review checkpoints.\n\n**Boundary example:** \"I need to start a PIP and document underperformance.\"\nResponse: recommend HR/performance process; optionally provide a coaching-focused development plan template only, clearly labeled as non-HR.\n\n**Boundary example (neighbor redirect):** \"Design my weekly 1:1 agenda with my PM report.\"\nResponse: this is a 1:1 meeting design request. Use `running-effective-1-1s` for agenda templates and meeting cadence. Come back here if you want to embed coaching goals and practice reps into those 1:1s.\n\n## Anti-patterns\n\n1. **Coaching without evidence** — Telling a PM to \"be more strategic\" without specific behavioral examples or artifact reviews. Every gap must be grounded in at least one concrete evidence bullet.\n2. **Too many growth bets** — Picking 4+ development areas simultaneously, diluting focus and creating coaching fatigue. Limit to 1-3 high-leverage bets per coaching cycle.\n3. **Reps without measurement** — Assigning practice activities but never reviewing artifacts or checking for Bloom-level progression. Every rep must have a measurable signal and a review point.\n4. **Coaching as telling** — Providing answers instead of asking questions that develop independent reasoning. The coaching cadence should explicitly distinguish coaching moments from directive moments.\n5. **Ignoring system constraints** — Diagnosing skill gaps when the real blocker is scope, authority, data access, or unclear mandate. Always separate skill gaps from environmental constraints before building the development plan.","tags":["coaching","pms","lenny","skills","plus","liqiongyu","agent-skills","ai-agents","automation","claude","codex","prompt-engineering"],"capabilities":["skill","source-liqiongyu","skill-coaching-pms","topic-agent-skills","topic-ai-agents","topic-automation","topic-claude","topic-codex","topic-prompt-engineering","topic-refoundai","topic-skillpack"],"categories":["lenny_skills_plus"],"synonyms":[],"warnings":[],"endpointUrl":"https://skills.sh/liqiongyu/lenny_skills_plus/coaching-pms","protocol":"skill","transport":"skills-sh","auth":{"type":"none","details":{"cli":"npx skills add liqiongyu/lenny_skills_plus","source_repo":"https://github.com/liqiongyu/lenny_skills_plus","install_from":"skills.sh"}},"qualityScore":"0.474","qualityRationale":"deterministic score 0.47 from registry signals: · indexed on github topic:agent-skills · 49 github stars · SKILL.md body (9,006 chars)","verified":false,"liveness":"unknown","lastLivenessCheck":null,"agentReviews":{"count":0,"score_avg":null,"cost_usd_avg":null,"success_rate":null,"latency_p50_ms":null,"narrative_summary":null,"summary_updated_at":null},"enrichmentModel":"deterministic:skill-github:v1","enrichmentVersion":1,"enrichedAt":"2026-04-22T06:56:19.316Z","embedding":null,"createdAt":"2026-04-18T22:16:19.810Z","updatedAt":"2026-04-22T06:56:19.316Z","lastSeenAt":"2026-04-22T06:56:19.316Z","tsv":"'-1':161,1066 '-3':1143 '1':152,153,160,350,386,421,422,466,522,631,640,694,771,772,931,1045,1046,1056,1057,1065,1089,1094,1142 '12':105,270 '1s':1090 '2':275,365,513,588,973,1124 '3':304,383,387,580,641,648,695,1151 '4':269,398,638,708,1130,1180 '5':276,299,305,416,699,825,1205 '6':431,761 '7':448,817 '8':104,464,870,946 'access':1220 'achiev':689 'action':476,532,597,657,720,776,830,879 'activ':1157 'add':789,888 'addit':911 'adjust':445,848 'agenda':785,1047,1069 'align':126,670,985 'alway':454,922,1224 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