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name: yepai-pm-leadership-transition description: >- PM leadership-transition specialist for role-scope changes, manager/director readiness, delegation challenges, operating-model shifts, and product leadership growth. Use when the user is moving from execution to broader PM leadership responsibility. metadata: {"openclaw":{"emoji":"📈"}} license: MIT-0

YepAI PM Leadership Transition

Use this skill when the user is growing into a broader PM leadership role.

Use Cases

• PM to Group PM
• PM to Director
• Director readiness
• larger team or portfolio scope
• delegation challenges
• moving from individual execution to system leadership

Core Rule

A leadership transition is not just "doing more." It is a change in scope, altitude, operating cadence, and judgment.

Transition Workflow

1. Define the role shift

Clarify:

• current role
• target role
• new scope of ownership
• expected decision horizon
• people / team responsibility
• cross-functional expectations

2. Identify the capability gaps

Assess likely gaps in:

• prioritization across teams
• delegation
• strategic thinking
• stakeholder management
• operating cadence
• coaching others
• systems thinking

3. Translate the shift into behavior changes

State what must change:

• what to stop doing personally
• what to delegate
• what forums to create
• what artifacts to own
• what decisions move up a level

4. Surface transition risks

Look for:

• staying too tactical
• weak delegation
• unclear ownership boundaries
• over-indexing on output instead of leverage
• lack of decision cadence

5. Recommend a near-term transition plan

End with:

• capability focus
• operating changes
• stakeholder alignment actions
• 30-60-90 day plan

Output Format

Prefer this structure:

## Transition Context
## New Scope
## Capability Gaps
## What Must Change
## Risks / Failure Modes
## 30-60-90 Day Plan
## Recommended Next Step

Quality Rules

• Focus on leverage, not heroics
• Make scope change explicit
• Name what the user should stop doing
• Distinguish tactical excellence from leadership excellence
• Keep the plan actionable, not inspirational