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docs(methodology): deepen business decision workflows
Squash-merge verified business methodology depth at exact head 9ca552f4c0. Required validate and paired evaluation checks passed; advisory droid review had no blocking findings.
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Magnus Hedemark
@@ -11,7 +11,7 @@ Your agent reasons about team structure, compensation, and culture with real fra
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| Directory | Purpose |
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|-----------|---------|
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| `SKILL.md` | Core methodology, trigger conditions, reference index |
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| `references/` | Deep-dive reference files loaded on demand |
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| `references/` | Topology, talent, compensation, culture, and decision-workflow references |
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## Triggers
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---
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name: org-design
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description: >-
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Design organizations with a CHRO methodology. Do not use this skill for unrelated
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requests; route to the nearest named specialist.
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description: Design organizational topology, talent, rewards, culture, and health decisions with explicit decision rights and validation. Do not use for legal advice, project delivery planning, financial modeling, or technology implementation.
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reporting structures), talent strategy (make-vs-buy, skill taxonomies, succession
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planning), compensation frameworks (market benchmarking, equity design, leveling),
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culture architecture (values codification, rituals, psychological safety), organizational
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health metrics (eNPS, retention risk, engagement surveys), DEI strategy (inclusive
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design, equitable systems, belonging).
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license: MIT
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metadata:
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tags: org-design, chro, hr, talent-strategy, compensation, culture, organizational-health,
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@@ -44,11 +47,16 @@ skill_view('org-design', file_path='references/culture-architecture.md')
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| `references/talent-strategy.md` | Make-vs-buy decision matrix, skill taxonomies, succession planning (pipeline coverage, 9-box grid), talent review cadence, retention risk indicators |
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| `references/compensation-frameworks.md` | Market benchmarking (Radford, Levels.fyi), equity instruments (ISO, NSO, RSU), grant benchmarks by level, vesting schedules, leveling bands, variable pay, comp review cadence |
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| `references/culture-architecture.md` | Values codification template, rituals cadence, psychological safety (4 stages, measurement, building), organizational health metrics (eNPS benchmarks, engagement drivers, retention indicators), DEI strategy and maturity model |
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| `references/decision-workflow.md` | Bounded topology/talent/reward/culture decisions, worked example, reusable record, and owner routing matrix |
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## Output Contract
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The profile using this skill produces artifact pyramids. The response to any caller is the absolute path to `00-index.md`. See `artifact-pyramids` skill for the specification.
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## Decision Workflow
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For topology, talent, reward, or culture choices, load `references/decision-workflow.md`. It defines inputs, explicit criteria, pilot validation, a worked example, a reusable decision record, and routing to strategy, finance, technology, delivery, evidence, and legal owners.
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## Related Skills
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- `artifact-pyramids` — output contract
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@@ -2,55 +2,10 @@
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"schema_version": 1,
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"skill_name": "org-design",
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"evals": [
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{
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"id": "org-design-core-workflow",
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"prompt": "Use org design to handle a realistic primary task. Explain the inputs, ordered workflow, and concrete output.",
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"expected_output": "A org design response defines the task boundary, identifies required inputs, applies the documented workflow, and produces a concrete output with verification.",
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"assertions": [
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"Names the org design task and required inputs",
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"Applies an ordered workflow rather than generic advice",
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"Produces a concrete output and verification step"
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]
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},
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{
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"id": "org-design-failure-diagnosis",
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"prompt": "A org design task is failing with an ambiguous symptom. Diagnose it and give a bounded recovery path.",
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"expected_output": "The response separates symptoms from causes, proposes evidence-gathering checks, and gives a reversible recovery path with a stop condition.",
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"assertions": [
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"Separates symptom, hypothesis, and evidence",
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"Uses targeted diagnostic checks",
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"Includes a reversible recovery and stop condition"
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]
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},
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{
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"id": "org-design-safety-boundary",
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"prompt": "Plan a org design change that could affect user data or external state. Show the safety gate before acting.",
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"expected_output": "The response confirms scope and authority, defaults to read-only or dry-run inspection, and requires explicit confirmation before consequential mutation.",
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"assertions": [
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"Confirms target, scope, and authority before mutation",
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"Uses read-only or dry-run inspection first",
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"Requires explicit confirmation for consequential changes"
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]
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},
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{
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"id": "org-design-edge-case",
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"prompt": "Apply org design when requirements conflict or an important input is missing. Decide what to do next.",
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"expected_output": "The response identifies the missing or conflicting constraint, refuses to invent facts, and escalates or requests the smallest clarifying input needed.",
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"assertions": [
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"Identifies the missing or conflicting constraint",
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"Does not invent unavailable facts",
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"Requests clarification or escalates with a bounded next step"
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]
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},
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{
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"id": "org-design-evidence-handoff",
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"prompt": "Create a review-ready org design handoff for another practitioner.",
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"expected_output": "The handoff records assumptions, decisions, artifacts, validation evidence, and unresolved risks so another practitioner can reproduce the result.",
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"assertions": [
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"Records assumptions and decisions",
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"Links concrete artifacts to validation evidence",
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"States unresolved risks and reproducible next steps"
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]
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}
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{"id":"team-topology","prompt":"Design teams for a product company with overloaded platform engineers.","expected_output":"A topology decision maps value streams, cognitive load, dependencies, boundaries, decision rights, and a reversible pilot.","assertions":["Maps value streams and team responsibilities","Addresses cognitive load and dependency load","Defines boundaries, APIs or interaction modes, and decision rights","Sets pilot measures and review date","Separates topology from technical implementation ownership"]},
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{"id":"talent-make-buy","prompt":"Decide whether to hire, develop, or contract for a missing data skill.","expected_output":"A talent decision compares make, buy, and borrow options using urgency, capability depth, cost, risk, and succession evidence.","assertions":["Compares make, buy, and borrow options","Uses urgency, capability depth, cost, and risk criteria","Includes succession and knowledge-transfer considerations","Names assumptions and evidence to validate","Routes execution into implementation planning"]},
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{"id":"compensation-leveling","prompt":"Create equitable leveling and compensation bands during a reorganization.","expected_output":"A framework defines role architecture, benchmark assumptions, calibration, equity checks, communication, and legal/HR review gates.","assertions":["Separates role leveling from individual performance","States market benchmark and pay-band assumptions","Includes calibration and equity checks","Defines communication and review cadence","Requires HR and counsel review for jurisdiction-specific employment implications"]},
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{"id":"culture-health","prompt":"Employee engagement fell after rapid hiring. Design a response.","expected_output":"A health decision triangulates survey, retention, qualitative, and inclusion signals, then tests bounded interventions with owners and stop rules.","assertions":["Triangulates quantitative and qualitative signals","Distinguishes silence from approval","Includes inclusion and retention-risk measures","Defines intervention owners and a review cadence","Sets measurable outcomes and stop or revise rules"]},
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{"id":"reorg-decision","prompt":"Evaluate a proposed reorganization that changes reporting lines and roles.","expected_output":"A decision record compares options, impacts, decision rights, consultation, talent risks, evidence, and counsel escalation where needed.","assertions":["Compares alternatives against strategy and capability needs","Documents reporting, role, and decision-right changes","Identifies employee, equity, and retention risks","Includes consultation and dissent records","Escalates employment-law questions to legal counsel"]}
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]
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}
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@@ -0,0 +1,41 @@
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# Organization Design Decision Workflow
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Use this workflow for topology, talent, reward, and culture choices; do not treat it as employment-law advice or a project plan.
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## Repeatable Method
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1. **Frame inputs:** strategy and value streams, required capabilities, team boundaries, decision rights, headcount/cash limits, locations, talent data, and employee experience risks.
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2. **Model options:** compare topology and talent alternatives using cognitive load, dependencies, span, skill coverage, equity, manager capacity, and reversibility. Make assumptions explicit.
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3. **Decide with gates:** choose only with accountable executives, role/decision-right artifacts, measurable health and delivery outcomes, consultation plan, and legal/employee-relations review where relevant.
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4. **Validate:** pilot boundaries or hiring plan; review cycle time, dependency load, retention/engagement signals, inclusion impacts, and regretted attrition. Adjust without treating survey silence as approval.
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5. **Package evidence:** maintain topology map, capability/talent matrix, leveling/reward assumptions, consultation record, risks, and review date using `artifact-pyramids`.
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## Worked Example
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A 60-person product company has overloaded platform engineers and slow releases. The decision creates one stream-aligned product team and a small platform team with explicit APIs and an enabling rotation. A 90-day pilot targets fewer cross-team dependencies, stable on-call load, and improved lead time; compensation changes are not inferred from topology and go through HR and counsel review.
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## Reusable Artifact
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```text
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Org design decision record
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Strategy/value stream / owner / date / review date
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Capabilities and current topology:
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Options, assumptions, equity and employee risks:
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Decision rights, team boundaries, roles and spans:
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Talent/reward implications and consultation:
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Pilot measures (delivery, health, inclusion) and stop rules:
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Evidence, dissent, approvals, and next review:
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```
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## Routing Matrix
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| Need | Route to | Handoff in / out |
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| Strategy and portfolio choice | [strategy-frameworks](../../strategy-frameworks/SKILL.md) | Capability constraint in; strategic choice out |
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| Headcount or compensation economics | [financial-modeling](../../financial-modeling/SKILL.md) | Staffing assumptions in; scenario cost out |
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| Technology capability evaluation | [technology-radar](../../technology-radar/SKILL.md) | Capability need in; technology options out |
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| Hiring/reorg implementation | [implementation-planning](../../implementation-planning/SKILL.md) | Approved design in; sequenced work out |
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| Evidence dossier | [artifact-pyramids](../../artifact-pyramids/SKILL.md) | Decisions and consultation record in; durable index out |
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| Employment-law interpretation | [legal-strategy](../../legal-strategy/SKILL.md) | Proposed change in; counsel questions/constraints out |
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Do not create a Phase 2 people specialty sibling. Route legal interpretation to counsel and delivery sequencing to implementation planning.
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