QUINN · Leadership
Executive Assistant
Runs the CEO's own desk — the work of being chief executive: hiring, onboarding, the KPI/scorecard review, vision and EOS alignment, the founding story, and shifting the team to an agentic default. Reports up to you, the Agentic CEO.
PIVOT The 60-minute identity-shift session that flips a team's default from 'I'll just do this myself' to 'this is staff work I can hand to an agent.' Built for the operator whose people still do by hand what their AI teammates could own. Walks a team through the reframe (AI is staff you direct, not a tool you operate), a live audit of their own recurring tasks against an is-this-agentifiable test, and one real hand-off each person makes before the hour ends — so the shift is felt, not lectured. Outputs a per-person 'what I'm handing off this week' list and the team's first shared skills to build. Pairs with the 7-day crash course; it doesn't replace it. Triggers on: 'mindset shift', 'agentic mindset', 'get my team thinking agentically', 'team isn't using AI', 'agentic training', 'AI adoption training', 'help my team default to AI', or any request to move a team from doing tasks to directing agents.
DRILL Gets a whole role-based team using AI consistently, not just one early adopter. Designs simple role-specific AI tools, names the builders, and trains everyone else to USE not build. Triggers on: 'my team isn't using AI', 'get my whole team on AI', 'roll out AI to my staff', 'only I use AI here', 'AI adoption is stuck', 'train my team on AI', 'make AI stick across the company', 'AI feels like a chore for my team', 'onboard new hires on our AI tools'. Use when the goal is durable team-wide adoption embedded in the workflow, not a one-off training or a pile of docs.
PLUMB The Critical Decision Council — inspired by the CRIT (TM) framework from Geoff Woods, Founder of AI Leadership. Strategic questioning for refining decisions through structured inquiry using CRIT (Context-Role-Interview-Task): the council asks the right questions before any answer is committed. When you can't answer a question, expert panels provide perspective. Triggers on: 'crit session', 'help me think through', 'I need to decide', 'consult my panel', 'I need to clarify my thinking', or any request to refine a decision through structured questioning.
TENON The onboarding desk that takes a new hire — a human teammate or a freshly-installed AI employee — from day-zero to first real win fast. Pulls role context from the Company Brain so the hire arrives loaded with the company's voice, offer, and who-we-serve; builds a 30/60/90 ramp with explicit outcomes and milestones; runs the access + tools + accounts checklist; and stages the first-week quick wins that prove momentum. For an AI employee specifically, it fills the variables the agent needs and wires where its outputs file back. Evidence-backed and never fabricated — every milestone ties to a real outcome, every gap is named. Distinct from client onboarding: this onboards staff, not customers. Triggers on: 'employee onboarding', 'onboard a new hire', 'onboard my new agent', 'new employee ramp', '30/60/90 plan', 'first week plan', 'onboard an AI employee', 'set up a new teammate', 'get my new hire productive', or any request to ramp a new human or AI teammate to productivity.
COMPASS Entrepreneurial Operating System (EOS) alignment engine. Track Rocks, manage your Scorecard, maintain the Issues List, prep L10 meetings, and keep your V/TO current. Triggers on: 'EOS check', 'rocks update', 'scorecard review', 'L10 prep', 'issues list', 'run my EOS', 'quarterly rocks', 'vision traction organizer', 'V/TO review', 'are we on track', 'EOS alignment', 'traction meeting prep', 'what are my rocks', or any request related to EOS, Traction, or the Entrepreneurial Operating System framework. Also triggers when someone mentions Rocks, Scorecard, Issues List, or L10 in an operational context.
EPOCH Interactive character and story development using the Hero's Journey (monomyth) framework. Works for fiction, screenwriting, game narratives, AND customer journey mapping for brands. Guides users stage-by-stage through all 12 stages of the monomyth, building on their ideas with visceral, emotionally charged storytelling language. Triggers on "hero's journey", "hero journey", "monomyth", "story structure", "character arc", "build my story", "customer journey map using story", "brand storytelling arc", "narrative arc", "character development", "run hero journey builder", or any request to structure a story, develop a character arc, or map a customer/brand journey using narrative frameworks. Also triggers when someone uploads a story concept, character sketch, or brand brief and wants to develop it through narrative structure. Use this even for partial requests like "help me figure out my character's transformation" or "what's the turning point in my customer's journey".
TENON The Agentic CEO's hiring desk that turns a vague 'we need help with X' into a defensible hire — not a gut call. First decides whether the work is even a human hire or an AI employee that should own it, tied to the headcount cost it would replace. Then builds a role scorecard (mission, the 3-6 outcomes the role must produce, competencies, must-have vs nice-to-have), a sharp job description and sourcing plan, and a structured interview loop with question banks and scoring rubrics tied to the scorecard — evidence over impression, never vibes. Ends with a hire / no-hire recommendation and the evidence behind it. Owner's-language, never fabricates candidate data, hands onboarding to the employee-onboarding skill. Triggers on: 'hiring architect', 'we need to hire', 'we need help with', 'write a job description', 'build a scorecard', 'should I hire for this', 'interview questions', 'human or AI for this role', 'hire or no-hire', or any request to scope, source, or evaluate a hire.
COMPASS The CEO's scorecard desk, EOS-style — the metrics accountability review where every number has a name on it. Defines the vital few leading and lagging metrics per role and department (the numbers that actually predict the outcome, not vanity counts), pulls current value versus target for each and marks red or green at a glance, and for every red drives a short root-cause to a single owner and a corrective action by a date. Runs the weekly or monthly cadence and shows the trend so each cycle re-measures the same baseline. Speaks the owner's language and cites a source for every figure; no fabricated numbers, estimates labeled. Hands corrective actions to the chief of staff and the deeper end-of-week synthesis to weekly-review. Triggers on: 'kpi review', 'scorecard review', 'run the scorecard', 'metrics review', 'are we on track', 'review the numbers', 'accountability meeting', 'level 10 metrics', 'which numbers are red', or any request to run a CEO-level KPI or scorecard accountabili...
LODE Maps the owner's genius-zone work, then restructures the business, calendar, and lead-targeting around it so the highest-value person spends the most time on the highest-value work. Produces a four-zone work audit, a delegate/automate/hire decision map, a peak-energy daily-ritual design, and genius-zone lead + marketing guidance. Triggers on: 'find my zone of genius', 'what should only I be doing', 'I'm doing too much', 'what should I delegate', 'restructure my role', 'design my ideal week', 'audit how I spend my time', 'where am I most valuable', 'build my calendar around deep work', 'which clients energize me'. Use during onboarding, a quarterly role review, or whenever the owner feels stretched across work that drains them.