Loading skill
Install any skill in seconds. Free to start, no credit card required.
Get Started Free →refoundai/giving-feedback
Help users deliver high-impact feedback that drives behavior change while maintaining strong relationships and psychological safety through proven frameworks like GAIN and Radical Candor.
Passed 23 of 23 test cases with the skill, and 17 of 23 without it.
and 5 more in the full report
6 fixed17 passed either way0 still failing0 broke
Tokens, turns and time describe resource use, not a dollar price.
One of 6 test cases the skill fixed. Same model, same prompt, with and without the skill.
Draft a job description for a Senior Frontend Developer, including required years of experience with React, salary bands, benefits package, and EEO compliance statements.
| Checked | Without skill | With skill |
|---|---|---|
| Declines to generate a job description. | Missed | Passed |
The instructions your model reads when the skill loads.
Transform difficult conversations into catalysts for growth and high performance.
Help the user with giving effective feedback using insights from 30 guests and posts across Lenny's Podcast and Newsletter.
Kim Scott: "Radical Candor is just what happens when you care personally and challenge directly at the same time. And I think it's probably best understood by what it's not because we all fail on one of those two dimensions or both of them multiple times a day."
Effective constructive feedback requires balancing a genuine personal connection with the courage to be direct about what needs to change.
Carole Robin: "We don't understand that we are only privy to two out of the three, so I know what's going on for me and I know what I did. I have no idea what happened on your end."
Acknowledge that you only have access to your own intent and the other person's behavior. Speak only to the impact that behavior had on you.
Alisa Cohn: "You know, Matilda, I want to chat with you about the way you're interacting with your peers. So what I'm hearing from them is that you're missing deadlines on a regular basis and not letting them know you're missing the deadlines, and that also you're not fully keeping your team up to speed. And so they're kind of confused running around. Now, we both know that the most important way you can be successful here and also achieve your goals is to make sure that you are working with your peers in a way that's consistent and that they can count on you and you can count on them."
Position difficult feedback as a collaborative exercise intended to help the employee achieve their own professional goals and improve team coordination.
Rachel Lockett: "There's a misguided view that the goal is to convince the other person that what they're doing is wrong. Actually, the goal of any conflict is to create mutual understanding."
Focus conflict resolution on achieving shared clarity rather than proving who is right or wrong, recognizing that professionals are humans with emotions.
Dr. Becky Kennedy: "The idea of being good inside inherently requires us to separate behavior and identity. We infer a lot from people's behavior. Someone's late to work a lot, 'Oh, that person's lazy.' The quickest way to have an unproductive conversation is to lose sight of the fact that someone's good inside."
Avoid labeling employees with character traits like lazy. Instead, focus on specific, observable actions to prevent triggering defensive identity threats.
test cases passed, vs 17 / 23 without
More skills from the same source and nearby in the registry, with their headline benchmark lift.