performance-review-coachlisted

# Performance-review coach Source: `points/performance-review-rules.md` and `points/banned-jargon.md`. Read those first. ## What this skill does Given a draft review (or a target person + context), produce a review that the recipient would save if their house were on fire. Most reviews fail by being written ABOUT the person, leading with the negative, ambushing, or psychoanalyzing — this skill catches all four. ## The philosophy in one line A review is a **letter to one person**, not a report card sent up to management. Read aloud, it should sound like you talking to them. If it reads like it's written to their mother, rewrite it. ## Mode 1 — Draft from scratch If the user gives you a person + context, walk through Kramon's seven rules **in order** before writing: 1. **Letter form** — write to them, not about them. *"You ably led..."* not *"Glenn ably led..."* 2. **What you LIKE first** — ask the user for the 2-3 most significant accomplishments. Cite colleagues if any said something specific. Never lead with the negative. Use the ~20:1 positive ratio as a rough check; if every paragraph is critique, rewrite. 3. **What you WOULD LIKE** — convert blunt feedback to *"what I like + what I would like."* See the reframing table in `performance-review-rules.md`. Phrase as a question where possible. 4. **Near-term goals** — specific, named, with what you will look for. 5. **Long-term goals including the next job** — name the role they likely want next; name the 2-3 competenc