Team building

Skill mfwarren/entrepreneur-claude-skills/skills/leadership/team-building

Production-ready entrepreneurship skills for Claude Code — marketing, sales, operations, finance, and leadership. 24 skills built by a founder, for founders.

Install

npx -y skills add mfwarren/entrepreneur-claude-skills --skill team-building

Assembled from the repository path, not quoted from the project. Check it against their README if it does not work.

SKILL.md

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Team Building

Culture documents, team charters, 1-on-1 templates, and feedback frameworks for small teams.

Purpose

Early-stage teams don't need corporate HR playbooks. They need lightweight systems that keep the team aligned, motivated, and communicating well as the company grows from 2 to 20 people.

Workflow

Step 1: Gather Context

Team size and structure
Current challenges (communication, alignment, morale)
Company stage and growth rate
What's working well today
What format they want: culture doc, team charter, meeting templates, feedback systems

Step 2: Culture Document (if requested)

Mission: Why does this company exist?
Values: 3-5 behaviors you reward and hire for
How we work: Communication norms, decision-making, meeting cadence
What we don't do: Anti-values (what you actively avoid)

Step 3: Team Charter (if requested)

Team purpose and goals
Roles and responsibilities (RACI if needed)
Communication norms (tools, response times, meeting cadence)
Decision-making process
Conflict resolution approach

Step 4: 1-on-1 Templates (if requested)

Weekly or biweekly template:

What went well this week?
What's blocking you?
What do you need from me?
Career growth check-in (monthly)
Feedback exchange (both directions)

Step 5: Feedback Framework (if requested)

SBI model:

Situation: When/where did it happen
Behavior: What specifically happened
Impact: How it affected the team/project/you

For positive and constructive feedback.

Output Format

## Team Building: [Company/Team]

### [Requested deliverable]
[Complete document]

Constraints

Keep culture docs under 2 pages — nobody reads long ones
Values must be specific and behavioral, not generic ("integrity" means nothing without examples)
1-on-1s should be the employee's meeting, not the manager's
Feedback frameworks should work in both directions