stakeholder-craft

Claude uses this skill when:

• Managing stakeholder relationships
• Giving or receiving feedback
• Navigating difficult conversations
• Building cross-functional trust

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:

```markdown

"In yesterday's meeting (Situation),

when you interrupted Sarah three times (Behavior),

it made her feel unheard and the team uncomfortable (Impact)."

```

---

Template: Difficult Conversation

```markdown

# Conversation Prep: [Topic]

• Who: [person]
• Issue: [what needs to be addressed]
• Goal: [desired outcome]

Situation:

"In [specific time/place]..."

Behavior:

"When you [specific observable action]..."

Impact:

"It caused [specific effect]..."

• [ ] I care about this person (show it)
• [ ] I'm being direct (not vague)
• [ ] I'm offering help (not just criticizing)

• If defensive: [how to respond]
• If agrees: [next steps]
• If disagrees: [how to find common ground]

```

---

🤝 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

---

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."