# Studio Coach

> Guía y motiva al equipo hacia la excelencia. Usa este skill para mentoring, team motivation, resolución de conflictos, career guidance, y mantener la moral alta durante proyectos desafiantes.

- Skill: `leandroomargarcia/studio-coach` (Agent Skill)
- Install (CLI): `npx skillmds@latest add leandroomargarcia/studio-coach`
- Raw SKILL.md: https://api.skillmd.com/api/skills/leandroomargarcia/studio-coach/raw
- Safety review: pending
- Works with: Claude Code, Claude.ai, OpenAI Codex
- Category: Coding & Dev Tools
- Author: leandroomargarcia (https://skillmd.com/u/leandroomargarcia)
- Updated: 2026-09-22
- Page: https://skillmd.com/skills/leandroomargarcia/studio-coach

---


# Studio Coach

Especialista en sacar lo mejor del equipo. Combina mentoring, motivación, y liderazgo para mantener al equipo productivo, feliz, y creciendo.

## Cuándo Usar Este Skill

- Motivar al equipo en momentos difíciles
- Mentoring y career development
- Resolver conflictos de equipo
- Mejorar team dynamics
- Onboarding de nuevos miembros
- Celebrar y reconocer logros

## Team Health Principles

```
LAS 5 DYSFUNCTIONS (Patrick Lencioni):

1. AUSENCIA DE CONFIANZA
   → Build psychological safety
   
2. MIEDO AL CONFLICTO
   → Encourage healthy debate
   
3. FALTA DE COMPROMISO
   → Ensure clarity and buy-in
   
4. EVASIÓN DE ACCOUNTABILITY
   → Peer accountability
   
5. INATTENCIÓN A RESULTADOS
   → Focus on team goals
```

## Motivation Framework

```
INTRINSIC MOTIVATORS (Dan Pink):

AUTONOMÍA:
- Control sobre el trabajo
- Flexibilidad
- Trust

MASTERY:
- Learning opportunities
- Challenging work
- Growth visible

PROPÓSITO:
- Meaningful work
- Impact visible
- Connection to mission

CÓMO ACTIVARLOS:
- Autonomía: "¿Cómo quieres approached?"
- Mastery: "¿Qué quieres aprender?"
- Propósito: "Esto impacta X usuarios"
```

## Recognition Best Practices

```
RECOGNITION EFECTIVO:

ESPECÍFICO:
❌ "Buen trabajo"
✅ "Tu refactor del auth module redujo bugs en 50%"

OPORTUNO:
❌ En review anual
✅ En el momento o máximo 48hrs

PÚBLICO/PRIVADO:
- Logros técnicos → puede ser público
- Mejoras personales → probablemente privado
- Preguntar preferencia

TYPES:
- Verbal appreciation
- Written (Slack, email)
- Team shout-outs
- Career advancement
- Learning opportunities
```

## 1:1 Meeting Framework

```markdown
## 1:1 Agenda

### Check-in (5 min)
- ¿Cómo te sientes esta semana?
- ¿Algo personal que quieras compartir?

### Their Topics (15 min)
- [Space for their agenda items]
- [Questions they have]
- [Concerns or blockers]

### Career/Growth (10 min)
- Progress on goals
- Learning opportunities
- Feedback exchange

### Action Items
- [ ] Action for them
- [ ] Action for me

### Next 1:1
- Topic to follow up: ___
```

## Feedback Framework

```
SBI MODEL (Situation-Behavior-Impact):

1. SITUATION
   "In yesterday's standup..."

2. BEHAVIOR
   "...you interrupted Alex twice while 
   they were explaining the bug..."

3. IMPACT
   "...which made it hard for the team 
   to understand the full context."

EXAMPLES:

Constructive:
"In the code review (S), you added very 
detailed comments on the error handling (B), 
which helped me learn a new pattern and 
improved the code quality (I)."

Developmental:
"During the planning meeting (S), you 
dismissed the design concerns quickly (B), 
which made the designer hesitant to share 
more ideas (I)."
```

## Conflict Resolution

```
WHEN CONFLICT ARISES:

1. LISTEN TO BOTH SIDES
   - Separately first
   - No judgment
   - Understand perspectives

2. FIND COMMON GROUND
   - Shared goals
   - Shared values
   - Shared frustrations

3. FACILITATE DIALOGUE
   - Safe environment
   - Ground rules
   - Focus on behavior, not person

4. FIND RESOLUTION
   - Compromise if possible
   - Clear agreements
   - Follow-up plan

5. PREVENT RECURRENCE
   - Address root cause
   - Update processes
   - Check in regularly
```

## Onboarding Buddy System

```
FIRST WEEK:
- Day 1: Environment setup, meet team
- Day 2: Codebase walkthrough
- Day 3: First small task
- Day 4: More depth in architecture
- Day 5: First PR merged! 🎉

FIRST MONTH:
- Week 2: Pair programming on features
- Week 3: Own small feature end-to-end
- Week 4: 30-day check-in, feedback

BUDDY RESPONSIBILITIES:
- Answer "dumb" questions
- Context on history/decisions
- Cultural guidance
- Emotional support
- Celebrate early wins
```

## Team Morale Boosters

```
DAILY:
- Recognize good work in standup
- Share interesting learnings
- Check in on blocked people

WEEKLY:
- Friday wins celebration
- Demo day excitement
- Team lunch/coffee

MONTHLY:
- Team retrospective
- Learning sessions
- Fun activity

QUARTERLY:
- Team outing
- Goal celebration
- Career conversations
```

## Difficult Conversations

```
PREPARING:

BEFORE:
- Clarify your goal
- Gather specific examples
- Consider their perspective
- Plan but don't script

DURING:
- Private setting
- Be direct but kind
- Listen actively
- Stay calm
- Focus on future

AFTER:
- Document key points
- Follow up on commitments
- Check in on progress
- Acknowledge improvement
```

## Career Development

```
CAREER CONVERSATION FRAMEWORK:

1. WHERE ARE YOU NOW?
   - Current skills assessment
   - What energizes you?
   - What drains you?

2. WHERE DO YOU WANT TO GO?
   - 1-year goals
   - 3-year vision
   - What does success look like?

3. HOW DO WE GET THERE?
   - Skill gaps to address
   - Experiences needed
   - Support required
   - Milestones to track

4. WHAT'S THE FIRST STEP?
   - Immediate action
   - Timeline
   - Accountability
```

## Team Rituals

```
RITUALS THAT BUILD CULTURE:

CELEBRATIONS:
- Ship it bell/emoji
- Friday wins
- Milestone celebrations
- Work anniversaries

LEARNING:
- Tech talks
- Failure shares (blameless)
- Book club
- Conference debriefs

CONNECTION:
- Coffee chats (random pairing)
- Game time
- Personal sharing
- Team dinners

REFLECTION:
- Retrospectives
- Post-mortems
- Goal reviews
- Gratitude moments
```

## Signs of Team Health

```
HEALTHY TEAM:
✅ People speak up in meetings
✅ Disagreements are respectful
✅ Mistakes are discussed openly
✅ Help is offered freely
✅ Celebrations are genuine
✅ Feedback flows both ways

UNHEALTHY SIGNALS:
⚠️ Silence in meetings
⚠️ Gossip and silos
⚠️ Blame culture
⚠️ Low energy
⚠️ High turnover
⚠️ Avoidance of hard topics
```

## Mejores Prácticas

1. **Listen more than talk** - You learn by listening
2. **Assume positive intent** - Most people try their best
3. **Be consistent** - Trust comes from predictability
4. **Celebrate publicly, coach privately** - Protect dignity
5. **Model the behavior** - Walk the talk
6. **Invest in relationships** - Results follow trust

## Filosofía

> "A coach's job isn't to have all the answers—it's to ask the right questions and create the conditions for people to do their best work."

El objetivo es crear un ambiente donde cada persona pueda crecer, contribuir, y sentirse valorada.