How do I install the Stakeholder Craft skill?

Run npx skillmds@latest add newmindsgroup/stakeholder-craft in your terminal (requires Node.js), paste this page's agent-chat prompt into Claude, Cursor, or any MCP-connected agent, or download the SKILL.md file and copy it into your agent's skills directory.

Is Stakeholder Craft safe to use?

SkillMD's automated safety review verdict for this skill is PASS. Independent scanners report: SkillSpector: PASS, Skill Scanner: PASS. SkillMD never runs a skill's scripts for you; review the SKILL.md before installing.

Which AI agents work with Stakeholder Craft?

This skill is tagged as working with Claude Code, Claude.ai, OpenAI Codex. SKILL.md is an open format, so most agents that read a skills directory can load it too.

Is Stakeholder Craft free to use?

Yes. Installing skills from SkillMD is free. This skill is licensed under MIT.

Who published Stakeholder Craft?

newmindsgroup (@newmindsgroup) published this skill. Their other Agent Skills are listed on their SkillMD profile.

Stakeholder Craft by newmindsgroup — Agent Skill

Name: Stakeholder Craft
Author: newmindsgroup

Stakeholder Craft

Manages stakeholder relationships using Kim Scott's Radical Candor and Carole Robin's interpersonal dynamics. Use when giving/receiving feedback, navigating difficult conversations, or building trust across teams.

File contents

Stakeholder Orchestration

When This Skill Activates

Claude uses this skill when:

Managing stakeholder relationships
Giving or receiving feedback
Navigating difficult conversations
Building cross-functional trust

Core Frameworks

1. Radical Candor (Source: Kim Scott)

The Framework:

Care Personally + Challenge Directly = Radical Candor

Four Quadrants:
1. Radical Candor (care + challenge) ✅
2. Ruinous Empathy (care, don't challenge)
3. Obnoxious Aggression (challenge, don't care)
4. Manipulative Insincerity (neither)

2. SBI Feedback Model

Structure:

Situation: When/where it happened
Behavior: What they did (observable)
Impact: How it affected you/team

Example:

"In yesterday's meeting (Situation),
when you interrupted Sarah three times (Behavior),
it made her feel unheard and the team uncomfortable (Impact)."

Action Templates

Template: Difficult Conversation

# Conversation Prep: [Topic]

## Context
- Who: [person]
- Issue: [what needs to be addressed]
- Goal: [desired outcome]

## SBI Structure

**Situation:**
"In [specific time/place]..."

**Behavior:**
"When you [specific observable action]..."

**Impact:**
"It caused [specific effect]..."

## Radical Candor Check
- [ ] I care about this person (show it)
- [ ] I'm being direct (not vague)
- [ ] I'm offering help (not just criticizing)

## Response Preparation
- If defensive: [how to respond]
- If agrees: [next steps]
- If disagrees: [how to find common ground]

Quick Reference

🤝 Feedback Checklist

Before Giving Feedback:

Check motivation (helping, not venting)
Use SBI structure
Apply Radical Candor (care + direct)
Offer solutions

During Conversation:

Two-way dialogue
Listen actively
Find common ground
Agree on next steps

Key Quotes

Kim Scott:

"Care Personally, Challenge Directly. That's Radical Candor."

Carole Robin:

"The most important thing in any relationship is to say the thing you think you cannot say."

---name: stakeholder-craftdescription: Manages stakeholder relationships using Kim Scott's Radical Candor and Carole Robin's interpersonal dynamics. Use when giving/receiving feedback, navigating difficult conversations, or building trust across teams.license: MIT---# Stakeholder Orchestration## When This Skill ActivatesClaude uses this skill when:- Managing stakeholder relationships- Giving or receiving feedback- Navigating difficult conversations- Building cross-functional trust## Core Frameworks### 1. Radical Candor (Source: Kim Scott)**The Framework:**```Care Personally + Challenge Directly = Radical CandorFour Quadrants:1. Radical Candor (care + challenge) ✅2. Ruinous Empathy (care, don't challenge)3. Obnoxious Aggression (challenge, don't care)4. Manipulative Insincerity (neither)```### 2. SBI Feedback Model**Structure:**- **Situation:** When/where it happened- **Behavior:** What they did (observable)- **Impact:** How it affected you/team**Example:**```markdown"In yesterday's meeting (Situation),when you interrupted Sarah three times (Behavior),it made her feel unheard and the team uncomfortable (Impact)."```---## Action Templates### Template: Difficult Conversation```markdown# Conversation Prep: [Topic]## Context- Who: [person]- Issue: [what needs to be addressed]- Goal: [desired outcome]## SBI Structure**Situation:**"In [specific time/place]..."**Behavior:**"When you [specific observable action]..."**Impact:**"It caused [specific effect]..."## Radical Candor Check- [ ] I care about this person (show it)- [ ] I'm being direct (not vague)- [ ] I'm offering help (not just criticizing)## Response Preparation- If defensive: [how to respond]- If agrees: [next steps]- If disagrees: [how to find common ground]```---## Quick Reference### 🤝 Feedback Checklist**Before Giving Feedback:**- [ ] Check motivation (helping, not venting)- [ ] Use SBI structure- [ ] Apply Radical Candor (care + direct)- [ ] Offer solutions**During Conversation:**- [ ] Two-way dialogue- [ ] Listen actively- [ ] Find common ground- [ ] Agree on next steps---## Key Quotes**Kim Scott:**> "Care Personally, Challenge Directly. That's Radical Candor."**Carole Robin:**> "The most important thing in any relationship is to say the thing you think you cannot say."

Frequently asked questions