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altitude-horizon-framework

Diagnose PM-to-Director leadership gaps using altitude and horizon axes.

Updated Aug 18, 2024
Search Tags:#leadership#context-mapping#team-alignment#altitude-horizon#director-transition#persona-shift
One-click install
npx skills add https://github.com/ch-m-n/dotfile --skill altitude-horizon-framework-ch-m-n
Or copy as Structured Prompt for Agent▼
Please help me install this Agent Skill.
Skill: altitude-horizon-framework
Source: https://github.com/ch-m-n/dotfile/tree/main/opencode/skills/altitude-horizon-framework
Command: npx skills add https://github.com/ch-m-n/dotfile --skill altitude-horizon-framework-ch-m-n

SYSTEM DOCUMENTATION & REQUIREMENTS

What problem does it solve?

Senior PMs stepping into Director work or newly promoted Directors often lose clarity on how to scale scope and time horizons while their teams drift without context; this Skill captures the altitude and horizon axes and the Cascading Context Map so you can diagnose where perspective and direction diverge and restore the right leadership focus.

Core Features & Use Cases

  • Altitude/Horizon mental model: Contrast PM-level, feature-focused altitude with Director-level, portfolio-focused altitude and align it with time horizons from sprints to multi-year strategy.
  • Transition zones and named failure modes: Identify whether friction comes from Hero Syndrome, persona shifts, people-pleasing, instant gratification, or black-and-white thinking so you can target coaching or delegation.
  • Cascading Context Map process: Follow the six-step cascade from executive messaging down through business unit, product portfolio, and team accountabilities to create actionable clarity when organizational direction is vague.

Quick Start

Map your current altitude and horizon against Director-level scope and then run a Cascading Context Map to surface where your team lacks strategic clarity.

Frequently Asked Questions about altitude-horizon-framework

High-intent search queries and answers about installing and using this skill.

FAQPage Schema
How do I diagnose leadership gaps when transitioning from PM to Director?▼

Diagnose PM-to-Director leadership gaps by analyzing altitude and horizon axes, contrasting feature-focused PM scope with portfolio-focused Director scope to identify where perspective diverges. This surfaces specific failure modes like Hero Syndrome or persona shifts causing team drift.

What is a Cascading Context Map for translating company strategy into team accountabilities?▼

A Cascading Context Map is a six-step process that translates vague company strategy into actionable team accountabilities by cascading context from executive messaging down through business units and product portfolios. It restores strategic clarity for teams experiencing directional drift.

How do I align team direction when organizational strategy is vague?▼

Align team direction by running the Cascading Context Map process, which translates ambiguous executive messaging into specific team accountabilities. This six-step cascade flows from business unit strategy down to product portfolio and team execution levels to restore clarity.

What are common failure modes for newly promoted product directors?▼

Common failure modes for new product directors include Hero Syndrome, persona shifts, people-pleasing, instant gratification, and black-and-white thinking. These transition zone frictions prevent effective scaling of scope and time horizons across product portfolios.

How do altitude and horizon thinking apply to senior product management?▼

Altitude and horizon thinking in senior product management contrasts feature-focused PM altitude with portfolio-focused Director altitude, aligning them with time horizons from sprints to multi-year strategy. This dual-axis model guides leadership focus in ambiguous strategy contexts.

Is this leadership transition framework suitable for senior PMs managing multiple teams?▼

Yes, this framework suits senior PMs managing multiple teams and new Directors analyzing scope expansion and time horizon shifts. It specifically targets the transition from feature-focused execution to portfolio-focused strategic leadership in ambiguous organizational contexts.

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