Org Context

Template skill. Fill in the [BRACKETED] placeholders with your organization's details — or paste your org context and ask Claude to populate them for you. Until filled in, other skills that would normally read this file fall back to generic, organization-neutral defaults instead of failing.

[YOUR ORGANIZATION] — Organizational Context

Last updated: [DATE] (if a roster below is auto-synced from a source system, note that here too — e.g., "staff roster auto-synced; see references/staff-directory.meta.example.json")

About [YOUR ORGANIZATION]

[YOUR ORGANIZATION FULL NAME] — [one-sentence description of what the organization does and who it serves].

Mission/Purpose: [mission statement or core purpose]

• [CEO/Executive Director/Leader title]: [Name]
• Membership/Customers: [number and description — e.g., "500+ member companies across 20 countries"]
• Staff: [headcount and locations]
• Founded: [year] | Headquarters: [city]
• Governance: [board structure, if any — global board, regional boards, advisory committees]
• Core claim / key proof point: [e.g., "Organizations using our frameworks have seen X% improvement in Y"]
• Notable members/customers/clients: [short representative list, or "see CRM/roster system"]

[Additional 1-2 sentences on what makes this organization distinct — its operating model, non-commercial/commercial posture, or research standard]

Staff Directory (who works here)

For any question about a specific person (their title, team, manager, region, location, work email, or start date), read the roster file rather than answering from the summary table below or from memory — a live roster stays current; a prose table goes stale the day someone changes teams.

Recommended pattern (auto-synced roster):

• Keep the authoritative roster as a CSV at references/staff-directory.csv, one row per current employee/contractor. A starting shape ships here as references/staff-directory.example.csv (header row only, no real people) — copy it, rename to drop .example, and populate it from your HR/HRIS or directory source.
• Suggested columns: name, known_as, title, reports_to, region, department, ft_pt, city, country, email, chat_id, started_at, ai_champion, responsibilities. Add or drop columns to fit your org; keep the header stable once other skills depend on it.
• Track freshness in a sibling metadata file, references/staff-directory.meta.json (example: references/staff-directory.meta.example.json) — last_updated, row_count, source (where the data comes from), and refresh_pipeline (how it gets there).
• Automate the refresh: a scheduled script (cron, a LaunchAgent, a CI job) that pulls from the system of record (an HR export, a directory API, a spreadsheet) and rewrites the CSV, so the file is never hand-maintained. Exclude anything you would not want distributed this widely (personal email, personal phone, birthday) by design, and say so in the meta file.
• If your chat platform exposes a stable per-user ID (Slack member ID, Teams object ID), include it as a column so an agent can DM or @-mention someone directly without a name search.
• Work email pattern (e.g., first@yourdomain.com) can go in prose for reference, but always confirm the actual address against the CSV rather than constructing it.

Departments & Teams (orientation)

Structure and what each team owns. For who is on each team today, use the roster CSV above — names here are department lead(s) only, so this table doesn't go stale as fast as a full staff list would.

Programs & Initiatives

[Most organizations run more than one kind of program, and the ask of a member/customer/partner differs by kind. A useful split:]

[Program/Division 1 Name]

• Focus: [what this program does]
• Kind: [lab / tool / report / other]
• Scale: [size, reach, participants]
• Partner(s): [external partner org, if any]
• Key outputs: [reports, tools, events, etc.]
• Key finding / proof point: [headline result or stat]
• Status: [active / recruiting / paused / discontinued]

[Program/Division 2 Name]

• Focus: [what this program does]
• Kind: [lab / tool / report / other]
• Scale: [size, reach, participants]
• Partner(s): [external partner org, if any]
• Key outputs: [reports, tools, events, etc.]
• Key finding / proof point: [headline result or stat]
• Status: [active / recruiting / paused / discontinued]

[Add more programs as needed]

For a full program roster (every program, its kind, partner, cost, and status in one table), maintain a dedicated reference file — references/program-roster.example.md in this template shows the shape.

Key Research & Publications

• [Flagship research property] — [what it is, cadence — e.g., "annual benchmarking study, now in its Nth wave"]
• [Publication 2] — [one line: what it covers, scale/reach]
• [Training/certification program, if any] — [levels or tracks, registration/completion numbers]
• [Podcast/recurring content series, if any] — [hosts, cadence]
• [Add more as needed]

Events

Strategic Priorities ([CURRENT YEAR])

1. [Priority 1]
2. [Priority 2]
3. [Priority 3]
4. [Priority 4]
5. [Add as needed]

Membership / Customer Structure

Who can join/engage: [description of eligible organizations or individuals]

Scope: [regional vs. global tiers, if applicable]

What [members/customers] get: [bullet list of key benefits — research access, program participation, event discounts, community access, etc.]

Standard Tools

Core: [list primary tools — e.g., Microsoft 365, Google Workspace, Slack, Teams] Project/Work Management: [Asana, Jira, Monday, etc.] CRM & Sales: [Salesforce, HubSpot, Apollo, Outreach, etc.] Communications: [email platform, video conferencing, messaging] Content & Design: [tools used] AI & Automation: [Claude, other assistants, Zapier, meeting-transcription tools, etc.] Document Storage: [SharePoint, Google Drive, Notion, Dropbox, etc. — name the platform, not the specific site/folder] Chat / Messaging Platform: [Slack, Teams, Discord — name the platform; workspace/channel specifics belong in references/, not here]

Key Internal Resources