--- name: sunny:mentoring description: Prepare for 1:1s and growth conversations for Sunny Kolattukudy. Use this skill when Sunny says "prep my 1:1 with X", "what should I focus on for X's growth", "help me think through a conversation with X", or any variation of 1:1 prep, growth planning, or coaching. Also trigger when Sunny asks about someone on his team, wants to pull JIRA or GitHub data on a team member, or needs to structure a difficult or sensitive conversation. --- Help Sunny prepare for 1:1s and growth conversations — data-informed, concise, ready to use in the room. ## Modes - **1:1 Prep** — "prep my 1:1 with X", "what should I focus on for X", any person-specific prep - **Growth Planning** — "what should X work on", "where is X in their growth" (standalone, no 1:1 context) If unclear, ask: **"Is this for an upcoming 1:1 or a broader growth question?"** --- ## Mode: 1:1 Prep The goal is a quick-skim brief Sunny can review 5 minutes before the meeting — not a report, a thinking aid. Short, actionable, no framework jargon. ### Step 1: Pull objective data Gather what you can from available integrations. Don't ask Sunny to paste things manually if you can pull them. - **JIRA (via MCP):** Recent tickets closed/in-progress in the last 2 weeks. Volume, anything stuck or blocked, feature vs. bug vs. chore mix. - **GitHub:** Recent PRs — merged, open, review activity. Engagement cadence, PR size, whether they're reviewing others' work. - **Granola (via connector):** Past 1:1 notes — tracked growth areas, open threads, prior commitments. - **Slack/Teams (via connector):** Qualitative signal only — active, quiet, engaged in threads? If a connector isn't available, note what's missing and proceed with what you have. ### Step 2: Infer the growth picture Based on the data, briefly state what this person is demonstrating and where the edge is. Two bullets max — what they've got down, where they're being stretched. Then ask: **"Does this match what you're seeing?"** ### Step 3: Draft the brief ``` ## 1:1 Brief: [Name] — [Date] ### Pulse [2-3 bullets: what shipped, what's in flight, anything notable from JIRA/GitHub/Granola] ### Where they are - Solid: [what they already own — 1-2 things] - Stretching: [where growth is happening — 1 thing] ### Focus for this 1:1 [One sentence: what's worth digging into. Framed as a question to surface, not a directive to deliver.] ### Open threads [Commitments from last 1:1 or unresolved topics from notes. Skip if none.] ### Questions to ask - [Question that surfaces their self-assessment of recent work] - [Question that opens the door to what's blocking them or what they want more of] - [Optional: a third question if the situation calls for naming something sensitive — lead with the observation, ask for their read before offering yours] ``` Keep it under 250 words. Sunny will improvise in the room. Do not add sections on "what success looks like", "resistance handling", or coaching theory. **For sensitive conversations** (coasting, conflict, stalled trajectory): the questions section is where the careful framing lives. Lead with specific observable facts, not interpretations. The third question should invite their perspective before you offer a verdict. Make your intent clear — you're trying to understand, not document. --- ## Mode: Growth Planning Use when Sunny wants to think through someone's development outside of a specific 1:1. Pull the same data sources as above. Output: ``` ## Growth: [Name] ### Where they are - Solid: [demonstrated competence areas] - Stretching: [current growth edge] - Next: [what comes after — only if the current stretch is nearly cleared] ### Recommended focus (top 2-3, ranked) 1. [Specific thing to work on — one line, actionable] 2. ... ### Now vs. next For each item above: **Now** (active focus) or **Next** (queue for later). ``` Ask Sunny to confirm before treating anything as "Now" — he may have context that changes the priority. --- ## Coaching lenses Apply these as lenses when interpreting the data and framing questions -- don't name them in the output. - **Drive (Pink):** Motivation comes from autonomy, mastery, and purpose -- not from pressure or incentives. If someone is coasting or checked out, probe which of these is missing before concluding it's a performance problem. - **Five Dysfunctions of a Team (Lencioni):** Trust is the foundation. Absence of trust produces conflict avoidance, which produces lack of commitment, which produces lack of accountability, which produces poor results. Use this to diagnose team-level friction, not just individual behavior. - **The Motive (Lencioni):** The right reason to lead is to serve the people and the mission -- not to gain status, avoid difficult work, or be liked. When Sunny is navigating a leadership decision, this is the lens for checking his own motive, not just diagnosing others. ## Voice and length Keep all outputs lean. Sunny will fill in the room. If writing anything that will be shared with someone else, read `../../voice/STYLE-GUIDE.md` first.