Capabilities directory
Find your team’s next superpower.
- Function: Analytics and reporting
- Function: People and HR
- Business situation: Established businesses
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19 capabilities
AI visibility audit for an online store
A store owner or marketer gets a dated audit of how the store reads to AI assistants and shopping agents, from its own saved public pages: eighteen fixed checks with evidence, a fix list in priority order, and a record of what the assistants actually said. Nothing on the store is changed.
Analysis plan
Before anyone opens the spreadsheet, the owner or manager gets a one-page plan: the question restated, the hypotheses, the fields and periods needed, and the result that would change the decision. It runs no analysis and states no finding. You own the question and the criteria.
Budget-versus-actual variance commentary
Before the month's results go to management, the finance lead gets written commentary on every line that moved past the threshold: the figures, the budget owner's explanation marked confirmed or to be confirmed, a bridge from budget to actual, and the questions still open. No cause is invented.
Comparison claim check
A manager holding a claim such as "version B converts better" and two groups of numbers gets back the method used, the size of the difference, how uncertain it is, the assumptions checked, and plain wording for what the data does and does not support. The manager decides what to do.
Dashboard brief
Before anyone builds the dashboard, the requester gets one brief that settles the work: the decisions it serves, what is shown, each metric's definition, the filters, notes on every source and who refreshes it. The requester approves what is shown and the definitions.
Departing-employee knowledge capture
When someone is leaving or changing role, their manager gets an interview guide aimed at what only that person knows, then a handover document the successor can work from, every point traced to the conversations and marked with how sure it is. Nothing is shared until the manager approves.
Employee health plan comparison
For an owner or people lead at renewal: the broker's health plan options next to each other, with premiums split between company and employee, deductibles, out-of-pocket limits, network notes, the cost to the company and to a typical employee at low, middle and high use, and questions for the broker.
Employee offboarding and handover checklist
When someone leaves, your HR lead and their manager share one checklist: every piece of their work handed to a named colleague before the last day, every system on your access register removed by its owner at a set time, and every item of equipment back. Nothing is removed or sent without a person.
Manager feedback preparation
Every manager walks into a feedback conversation prepared like your best one: specific dated observations, the questions worth asking, a clear ask and the support on offer.
Metric definition reconciliation
When two reports give different numbers for one metric, the owner gets a page: the definitions side by side, the gap bridged step by step from supplied records, each cause marked shown or not, and a proposed common measure. The owner chooses.
Operations KPI scorecard
Once a month the operations manager gets one red-amber-green page for the ten or fewer measures that run the operation: each value worked out from your own exports, its trend, what moved and why in the owner's words, and the action agreed for every red. You set the measures and decide the actions.
Payroll preparation and timesheet review
Before each payroll run, the owner gets one sheet built from the timesheet and roster exports: hours by person and type, every missing punch and odd entry raised as a question, and an estimated total. Nothing is keyed in, submitted or paid until a person approves.
Policy answers from the handbook
Staff questions about leave, hours, expenses and conduct get answers that quote your own handbook, name the section, and say plainly where the handbook is silent. Anything about one person's own entitlement goes to HR, and no reply leaves until a person has read it.
Site safety induction pack
For one named site, the site, facilities or people lead gets an induction built from that site's own emergency arrangements, rules and hazards, with a short check of understanding, a sign-off record for each person and refresher dates by role. A competent person approves it and delivers it.
Slow-moving stock and markdown plan
Before a seasonal reset, the merchandiser or store owner gets one plan from the sales and stock exports: each item's sell-through and weeks of cover, the cash tied up in dead and slow stock, and a markdown plan in dated steps with the margin each leaves and a date to stop. The owner decides every price.
Staff newsletter and FAQ roundup
Each month the office manager turns what teams send in into one staff newsletter, with answers to the questions people keep asking, each quoted from an approved source and its owner named. Nothing about one person's pay, health or performance goes in, and a person approves the issue before it goes.
Training needs analysis
For one team, the HR lead or team manager gets what each role must be able to do, how many people can do it now, where the team falls short, and the training to arrange first, with who arranges it and by when. Counted by role, never a rating of a named person.
Website findability audit
An owner or marketer asking why the website is not found gets a plain report from saved copies of their own pages: what stops each page being reached, read or understood, the fixes in order, and the checks only a live look can settle. No ranking is promised.
Win-loss review
Once a quarter your sales lead sees, from the deals you closed, where the losses ended, which kinds of deal you win and lose, what the largest deals show, and which findings rest on enough deals to act on. Actions are proposed in proportion to the evidence, and nothing in your sales system is changed.