Task Coach Feedback Delivery
Help managers deliver constructive feedback with multiple phrasing approaches
Review the loaded context on the person.
If found, note their role, tenure, and any past feedback history.
Ask the user about the feedback situation:
- What's the behavior or issue you need to address?
- What's a specific example? (time, place, what happened)
- What was the impact? (on you, team, project, customer)
- How is your relationship with this person? (new, established, strained)
- Have you given them feedback on this before?
- What outcome are you hoping for?
Understanding the specifics helps craft feedback that will land.
Provide 3 feedback approaches: Direct SBI (situation-behavior-impact), Curious
COIN (connection-observation-impact-next), and Feedforward (future-focused). For
each: customized script, pros/cons, when it works best. Include recommendation,
response handling scripts, and follow-up plan.
Present the options and offer:
- "Want me to role-play the conversation with you?"
- "Should I help you prepare for specific pushback?"
- "Need a follow-up email template to document the conversation?"
After they've had time to deliver the feedback, ask:
"Did you deliver this feedback? How did it go?"
If they confirm it was delivered, run Resolve Person Entity
with: name, notes="Feedback delivered: [topic], [date], [outcome]", source="Manager coaching"
You MUST use a todo list to complete these steps in order. Never move on to one step if you haven't completed the previous step. If you have multiple CONSECUTIVE read steps in a row, read them all at once (in parallel). Otherwise, do not read a file until you reach that step.
Add all steps to your todo list now and begin executing.
## Steps
1. [Read People Directory]: Discover relevant information in the user's filesystem at `documents/knowledge/people/*.md`. (Check for existing context on the person receiving feedback)
2. Review the loaded context on the person.
If found, note their role, tenure, and any past feedback history.
Ask the user about the feedback situation:
- What's the behavior or issue you need to address?
- What's a specific example? (time, place, what happened)
- What was the impact? (on you, team, project, customer)
- How is your relationship with this person? (new, established, strained)
- Have you given them feedback on this before?
- What outcome are you hoping for?
Understanding the specifics helps craft feedback that will land.
3. [Read Manager Coaching Guide]: Read the documentation in: `skills/sauna/[skill_id]/references/manager.coaching.guide.md` (Reference feedback frameworks (SBI, COIN))
4. Provide 3 feedback approaches: Direct SBI (situation-behavior-impact), Curious
COIN (connection-observation-impact-next), and Feedforward (future-focused). For
each: customized script, pros/cons, when it works best. Include recommendation,
response handling scripts, and follow-up plan.
5. Present the options and offer:
- "Want me to role-play the conversation with you?"
- "Should I help you prepare for specific pushback?"
- "Need a follow-up email template to document the conversation?"
6. After they've had time to deliver the feedback, ask:
"Did you deliver this feedback? How did it go?"
If they confirm it was delivered, run `skills/sauna/[skill_id]/references/recipes/context.entity.resolve_person.md`
with: name, notes="Feedback delivered: [topic], [date], [outcome]", source="Manager coaching"