bettersense has 43 skills organized into six categories. Skills auto-load when your prompt matches their description, or you can invoke them explicitly with /bettersense:<skill-name>.
Two files dramatically improve output quality across the whole bundle:
profile.md — who you are. Role, level, company context, communication style, current focus, stack. Created by user-profile. Read by 8+ skills automatically.strategy/<area>.md — what you’re building. Target problem, approach, SMART metrics, tracks, “not working on” section. Created by strategy-doc. Read by 5 skills automatically.
Neither is required. Skills work without them — outputs are just more generic and harder to defend. See Profile & strategy for the full setup.
| Skill | What it does |
|---|
stakeholder-register | Register a new stakeholder (manager, peer, report, team). |
stakeholder-reflect | Guided reflection on a registered stakeholder — question library, cadence-aware, dates entries. |
stakeholder-due | Scan all stakeholder files and surface which question × stakeholder pairs are overdue. |
stakeholder-synthesize | Read accumulated reflections for a stakeholder and surface patterns, contradictions, blind spots — with citations. |
stakeholder-manage | Lifecycle ops: list / edit / re-categorize / archive / rename stakeholders. |
Full stakeholder management docs →
| Skill | What it does |
|---|
wins-log | Capture a structured win — type, scope, collaborators, credit framing, situation, action, impact, evidence. Pushes back on vague impact. |
wins-due | Weekly nudge to surface forgotten wins, probing by category (judgment, recovery, mentorship, range). |
wins-curate | Turn the wins log into an artifact: promo packet, STAR interview stories, perf-review self-eval, salary case, year-in-review. |
Full wins system docs →
| Skill | What it does |
|---|
strategy-doc | Interview-driven strategy doc — target problem, personas, SMART metrics, tracks, “not working on”, counter-metrics. |
impact-audit | Stress-test whether a team’s work is connected to something the business cares about — budget test, death spiral check, goal distance check. Run before strategy-doc or prioritization. |
product-pulse | Dated one-page pulse report — usage, system health, AI signals, counter-metrics, ≤3 follow-up investigations. |
pulse-synthesize | Read accumulated pulse reports over a time window and surface trends, anomalies, regime shifts — with citations. |
user-profile | Anchor file — who you are. Created once, read automatically by 8+ skills. |
Full strategy docs →
| Skill | What it does |
|---|
ai-pm-frameworks | Scoping AI features, build-vs-buy-vs-rule, eval design, model selection, guardrail planning. |
metrics-design | Design the metric tree for an AI feature — north star, leading/lagging, counter-metrics. |
demo-prep | Five-pass prep for high-stakes demos: headline, audience, pre-mortem, script, Q&A. Extra handling for AI-feature demos. |
prioritization-frameworks | Pick the right framework (RICE, ICE, WSJF, MoSCoW, Kano, Cost of Delay) and force hidden assumptions out. |
decision-log | Capture decisions in ADR format with reversibility, rationale, and revisit triggers. Load-bearing for AI decisions tied to model versions. |
self-reflect | Self-reflection on leadership, behavior under pressure, time/energy, fulfillment — chronological private file. |
patterns-watch | Scheduled scan across stakeholder + wins + self files. Surfaces unsolicited patterns with citations. |
Full AI product craft docs →
| Skill | What it does |
|---|
coaching-mode | Ask-not-tell mode for development conversations. GROW frame. Pushes back when you catch yourself prescribing. |
feedback-frameworks | Draft and pressure-test feedback using COIN (Connection → Observation → Impact → Next) + SOLID quality checklist. |
one-on-one-prep | Build 1:1 agendas matched to the relationship type (manager→report, peer, skip-level). |
performance-management | Underperformance ladder — coaching → formalized feedback → PIP — with documentation and conversation scripting. |
hiring-craft | Loop design, rubric-writing with behavioral anchors, structured debrief discipline. |
report-career-architect | 12–18 month growth plan for a report — gaps, sequenced experiences, manager moves, risks. |
report-promo-case | Panel-ready promotion packet with cited evidence, calibrated solo/shared credit, pre-empted objections. |
promo-case-glue | Build promotion packets for glue-heavy engineers; translates glue tasks into technical leadership evidence with manager talking points. |
team-diagnosis | Multi-dimensional team health check across eight dimensions — green/yellow/red with cited evidence and top-3 risks. |
workload-equity | Diagnoses fairness of non-promotable work distribution; surfaces bias signals, single-point dependencies, and rebalancing recommendations. |
engineering-health | Engineering systems diagnostic — SPACE-based productivity read, onboarding time as leading indicator, DevEx friction, platform investment case. |
manage-glue-workers | Coaching & protecting glue-heavy engineers: credit amplification, workload rebalancing, promotion advocacy, skill development. |
psychological-safety | Builds team psychological safety through leader vulnerability, constructive response to upward speech, inclusive facilitation, and rituals like pre-mortems. Diagnoses level and prescribes actions. |
team-charter | Facilitates explicit goals/roles/norms conversation for new/resetting teams. Produces living charter as baseline for recurring check-ins (3X3 Commit step). |
team-check-in | Structured recurring conversation to revisit goals/roles/norms. Surfaces drift and guides course-correction (3X3 Check-In step). |
team-close-gap | Turns alignment gaps into small, targeted behavioral changes with owners and environmental support (3X3 Close step). Closes saying-doing gap through realistic tracked steps. |
team-lifecycle | Guides teams through Tuckman’s stages (forming, storming, norming, performing, adjourning) and resets after reorgs. Phase-specific leader interventions. |
team-style-inventory | Helps teams surface and align on working style preferences (communication, decisions, conflict, meetings). Makes implicit norms explicit, accommodates differences. |
Full people leadership docs →
| Skill | What it does |
|---|
glue-audit | Catalog and quantify non-core (glue) work on yourself or team — time estimates, promotion-value, fairness analysis. |
read-the-room | Retrospective interpretation of a meeting or thread — who held back, performative consensus, subtext. Produces hypotheses, not claims. |
influence-without-authority | Coalition-building, positions vs. interests, sequencing moves. Opinionated about the legitimacy line. |
leadership-os | Managing up/down/across — 1:1s, performance reviews, stakeholder updates, post-mortems, cross-functional conflict. |
premortem | Pre-mortem risk assessment using Critical/Perceived/Undiscussed categories to anticipate failure before it happens. |
Full cross-cutting docs →
Agents are different from skills: they run in a focused context window, useful for tasks that carry a lot of state or span multiple steps.
Browse the agent catalog →