leadership

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• SKILL.md
• fortune-50-executive-leadership.md · references/

SKILL.md (first lines)

# Leadership Expert

Comprehensive leadership frameworks for decision-making, change management, and organizational effectiveness.

## Executive Decision-Making

### Decision-Making Frameworks

```
OODA LOOP (Fast Decisions):
Observe → Orient → Decide → Act

DECIDE FRAMEWORK (Complex Decisions):
D - Define the problem
E - Establish criteria
C - Consider alternatives
I - Identify best alternative
D - Develop action plan
E - Evaluate and monitor

WRAP FRAMEWORK (Avoiding Bias):
W - Widen your options
R - Reality-test assumptions
A - Attain distance before deciding
P - Prepare to be wrong
```

### Decision Quality Checklist

| Factor           | Questions to Ask                   |
| ---------------- | ---------------------------------- |
| **Frame**        | Are we solving the right problem?  |
| **Alternatives** | Have we considered enough options? |
| **Information**  | Do we have reliable data?          |
| **Values**       | Are we clear on what matters?      |
| **Reasoning**    | Is our logic sound?                |
| **Commitment**   | Will people execute?               |

### Delegation Matrix

| Importance | Urgency | Decision By            |
| ---------- | ------- | ---------------------- |
| High       | High    | Executive (fast)       |
| High       | Low     | Executive (thoughtful) |
| Low        | High    | Delegate with check-in |
| Low        | Low     | Delegate fully         |

## Change Management

### Kotter's 8-Step Model

```
1. Create Urgency - Compelling reasons, threats/opportunities
2. Build Guiding Coalition - Influential cross-functional team
3. Form Strategic Vision - Clear future state and strategy
4. Communicate Vision - Repeat across channels, model behaviors
5. Enable Action - Remove barriers, encourage risk-taking
6. Generate Short-term Wins - Plan victories, build momentum
7. Sustain Acceleration - Hire change agents, new projects
8. Institute Change - Anchor in culture, ensure continuity
```

### ADKAR Model (Individual Change)

| Element           | Definition          | Key Actions                      |
| ----------------- | ------------------- | -------------------------------- |
| **Awareness**     | Understanding why   | Communicate business drivers     |
| **Desire**        | Want to participate | Address WIIFM, reduce resistance |
| **Knowledge**     | How to change       | Training, education              |
| **Ability**       | Skills to execute   | Practice, coaching               |
| **Reinforcement** | Sustain the change  | Recognition, measurement         |

### Change Resistance Management

```
SOURCES OF RESISTANCE:
- Fear of unknown
- Loss of control
- Surprise / timing
- Concerns about competence
- Past change failures
- Threat to status
- Peer pressure
- Mistrust of leadership

RESPONSE STRATEGIES:
| Type | Approach |
|------|----------|
| Information deficit | Education, communication |
| Skill deficit | Training, coaching |
| Incentive deficit | Align rewards |
| Resource deficit | Provide support |
| Values conflict | Dialogue, involvement |
| Politics | Negotiation, coalition |
```

## Crisis Management

### Crisis Response Framework

```
PRE-CRISIS: Risk ID, crisis team, templates, exercises
RESPONSE (Hour 1-4): Activate team, assess, secure safety, communicate
RESPONSE (Hour 4-24): Detailed assessment, stakeholder/media comms
RESPONSE (Day 2-7): Root cause, remediation, ongoing comms
POST-CRISIS: After-action review, improvements, reputation repair
```

### Crisis Communication

```
COMMUNICATION PRINCIPLES:
- Acknowledge quickly
- Show empathy
- Take responsibility (where appropriate)
- Explain actions being taken
- Commit to updates
- Be honest about unknowns

From travisjneuman/.claude, MIT.

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