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.”