Setup

Principle: "You are responsible." This skill discovers and proposes. The manager validates and decides what's accurate.

Interactive onboarding that builds the foundation every other skill relies on. Crawls connected sources, extracts context, and validates with the manager before saving.

If any MCP connector is unavailable, follow the connector unavailability protocol in ../../references/operating-principles.md.

Prerequisites

Ensure these MCP connectors are available:

• Slack: team channels, messages, terminology
• Notion: performance docs, goals, team pages
• Google Drive: 1:1 docs, meeting notes, strategy docs
• Gmail: communication patterns
• Google Calendar: recurring meetings, team rhythms

If any connector is missing, note it and proceed with what's available. Flag gaps at the end.

Instructions

Run phases sequentially. Each phase discovers, validates with the manager, then persists. Read references/discovery-phases.md for detailed instructions per phase.

Phase 1: Team Discovery

Identify the manager (name, role, teams), crawl sources for direct reports, validate the team list, discover internal terminology, find development goals and performance data, map ways of working, and identify customer/project context if applicable.

Persist: manager-context/manager-profile.md, manager-context/team/[name].md per report, manager-context/terminology.md, manager-context/sources.md

Phase 2: Performance & Management Frameworks

Discover how the org evaluates performance and managers. Search for existing framework docs, then walk the manager through defining their dimensions, rating scale, promotion readiness labels, review cadence, goal cadence, and management competencies. See ../../references/performance-framework.md and ../../references/management-framework.md for how skills use these frameworks.

Persist: manager-context/performance-framework.md, manager-context/management-framework.md

Phase 3: Organizational Values

Ask if the org has defined values. If yes, search for documentation, extract value names and behaviours, ask what signals to look for per value. If no, skip the values lens.

Persist: manager-context/values.md

Phase 4: Output Preferences

Present defaults (language, tone, file format, folder structure) and let the manager adjust.

Persist: manager-context/output-preferences.md

Phase 5: Manager's Own Context

Capture upward context: OKRs, who they report to, key deadlines.

Persist: manager-context/manager-goals.md

Phase 6: Triage Rules

Capture VIP people, hot channels, deprioritise list, privacy boundaries.

Persist: manager-context/triage-rules.md

Phase 7: Review Calendar

Capture review cycle dates, calibration sessions, promotion windows, goal cadence.

Persist: manager-context/review-calendar.md

Phase 8: Skill Preferences

Capture 1:1 style and suggest a skill rhythm (daily triage, weekly health check, etc.).

Persist: manager-context/skill-preferences.md

Phase 9: Staleness Check

Flag any discovered data older than ~2 months. Ask the manager to confirm or update.

Phase 10: Persist & Wrap Up

Save all validated context. Read references/context-templates.md for file templates. Present a summary of what was captured, flag gaps, and suggest first skills to try.

Refresh Mode

When called with --refresh:

1. Read existing manager-context/ files
2. Re-crawl sources for changes since last update
3. Present only what's changed (new team members, updated goals, new terminology, stale data)
4. Update files with confirmed changes
5. Don't re-ask about things already validated

Important Notes

Read ../../references/operating-principles.md for shared principles (data scope, DM flagging, connector unavailability).

• Never assume, always validate. If something looks like a team member but you're not sure, ask.
• Flag gaps explicitly. "I couldn't find X" is more useful than silently skipping it.
• Stale data is worse than no data. Always check recency and flag anything older than ~2 months.