| --- |
| license: mit |
| language: |
| - en |
| - zh |
| - ja |
| - ko |
| pretty_name: "Team Motivation Ops — Standup + Weekly Meeting + 1:1 System for AI Startup COO" |
| tags: |
| - team-management |
| - motivation |
| - standup |
| - 1on1 |
| - weekly-meeting |
| - coo-playbook |
| - ai-startup |
| - remote-team |
| - team-ops |
| - engagement |
| - leadership |
| - high-autonomy-team |
| - meeting-framework |
| - feedback-culture |
| - scrum-master |
| --- |
| |
| # Team Motivation Ops — Standup + Weekly Meeting + 1:1 System for AI Startup COO |
|
|
| > 🌍 **Language**: [中文](SKILL.md) | [English](references/en/README.md) | [日本語](references/ja/README.md) | [한국어](references/ko/README.md) |
|
|
| Your team has high autonomy — and standups are vague, weekly meetings drift into status reports, and 1:1s produce nothing but "I'm fine." This playbook fixes all three layers at once. |
|
|
| ## What's inside |
|
|
| - **Daily Standup system** — 3-field format, good sample, 4 COO principles to keep it honest |
| - **Weekly Meeting** — strict 25-min agenda, Scrum Master rotation, 0–10 pulse check |
| - **1:1 Framework** — 9-dimension quantified pulse, 5-group deep question bank, bilateral feedback structure |
| - **Diagnostic layer** — "stuck-at" detection: info / authority / collaboration / capability / direction |
| - **FAQ** for 4 common failure modes (dead standups, status-report meetings, "I'm fine" 1:1s, scaling beyond 10 people) |
|
|
| ## Core principle |
|
|
| Freedom and accountability are two sides of the same coin. Standups help people think clearly. Weekly meetings create alignment. 1:1s make people feel seen. When all three work, motivation isn't managed into existence — it grows on its own. |
|
|
| ## Three-layer structure |
|
|
| ### Layer 1: Daily Standup — Information Layer |
| - Standard 3-field format (what I did / what I'll do / blockers) |
| - Sample good standup with concrete example |
| - 4 COO principles: demand honesty not perfection, praise publicly never shame, model it first |
|
|
| ### Layer 2: Weekly Meeting — Alignment Layer |
| - 25-minute hard-stop agenda (company update 8min + individual rounds 3min/person + group discussion) |
| - 0–10 current-state pulse check (mandatory, never skip) |
| - Scrum Master rotation to reduce COO dependency |
|
|
| ### Layer 3: 1:1 Meeting — Individual Layer |
| - 9-dimension quantified pulse check (energy, goal clarity, mission alignment, autonomy vs support, growth, sustainability, flow time, technical growth, tooling) |
| - 5-group deep question bank: work itself / decisions & ownership / honesty / growth / people & org |
| - Bilateral feedback structure (them→you + you→them) |
|
|
| ## Common failure modes & fixes |
|
|
| | Failure Mode | Fix | |
| |---|---| |
| | Nobody writes real standups | Check your own first. Specificity is contagious. Praise one good example publicly. | |
| | Weekly meeting = status report | Replace "what did you do" with "did you hit your commitment from last week" | |
| | 1:1 always gets "I'm fine" | Build evidence that honesty won't be punished — takes actual incidents, not better questions | |
| | Too many people to do 1:1s with everyone | Bi-weekly + delegate pulse check to tech leads; COO handles escalations | |
|
|
| ## Links |
|
|
| - 🔗 ClawHub: https://clawhub.ai/gingiris/team-motivation-ops |
| - 🐙 GitHub: https://github.com/Gingiris-1031/gingiris-skills/tree/main/skills/team-motivation-ops |
|
|
| ## Usage |
|
|
| Install via Cola / ClawHub, or use the SKILL.md directly as a system prompt / context document for any LLM-based assistant. |
|
|
| ```bash |
| npx skills add https://clawhub.ai/gingiris/team-motivation-ops |
| ``` |
|
|
