Stakeholder Orchestration
When This Skill Activates
Claude uses this skill when:
- Managing stakeholder relationships
- Giving or receiving feedback
- Navigating difficult conversations
- Building cross-functional trust
Core Frameworks
1. Radical Candor (Source: Kim Scott)
The Framework:
Care Personally + Challenge Directly = Radical Candor
Four Quadrants:
1. Radical Candor (care + challenge) ✅
2. Ruinous Empathy (care, don't challenge)
3. Obnoxious Aggression (challenge, don't care)
4. Manipulative Insincerity (neither)2. SBI Feedback Model
Structure:
- Situation: When/where it happened
- Behavior: What they did (observable)
- Impact: How it affected you/team
Example:
"In yesterday's meeting (Situation),
when you interrupted Sarah three times (Behavior),
it made her feel unheard and the team uncomfortable (Impact)."Action Templates
Template: Difficult Conversation
# Conversation Prep: [Topic]
## Context
- Who: [person]
- Issue: [what needs to be addressed]
- Goal: [desired outcome]
## SBI Structure
**Situation:**
"In [specific time/place]..."
**Behavior:**
"When you [specific observable action]..."
**Impact:**
"It caused [specific effect]..."
## Radical Candor Check
- [ ] I care about this person (show it)
- [ ] I'm being direct (not vague)
- [ ] I'm offering help (not just criticizing)
## Response Preparation
- If defensive: [how to respond]
- If agrees: [next steps]
- If disagrees: [how to find common ground]Quick Reference
🤝 Feedback Checklist
Before Giving Feedback:
- Check motivation (helping, not venting)
- Use SBI structure
- Apply Radical Candor (care + direct)
- Offer solutions
During Conversation:
- Two-way dialogue
- Listen actively
- Find common ground
- Agree on next steps
Key Quotes
Kim Scott:
"Care Personally, Challenge Directly. That's Radical Candor."
Carole Robin:
"The most important thing in any relationship is to say the thing you think you cannot say."