Hiring and team management

A job description, competency matrix, candidate questions and open details.

An interview flow, question bank, probes and scoring anchors.

A scorecard, evidence excerpts, decision questions and calibration guidance.

First-week and first-month plans, resources, owners and checkpoints.

An agenda, open questions, listening prompts and action notes.

A feedback draft, questions, improvement plan and review measures.

Plans a performance calibration session with pre-work, rating definitions, discussion order, facilitation rules, bias checks and how decisions are recorded. Use before managers meet to align ratings.

Builds a skills matrix for a team - the skills the work needs, a simple proficiency scale, how to assess fairly with each person, gaps and over-reliance, and a development and cross-training plan.

Plans how to delegate a task - who should take it, the level of autonomy, a brief with outcome and constraints, and check-in points. Use when you are holding on to work someone else could own.

Builds a succession plan for an organisation's critical roles - which roles matter most, ready-now and ready-later successors, emergency cover, readiness gaps and development actions with owners.