Use when recruiting capable individuals or retaining key advisors. Demonstrates respect through personal visits, public honors, and tests of sincerity to win lo
Use when vetting subordinates or appointees for trustworthiness. Applies Guan Zhong's humanity test (非人情) to identify dangerous individuals who violate natural
Use when evaluating candidates for government positions or assessing character suitability. Applies Li Ke's five-lens framework: 居视其所亲, 富视其所与, 达视其所举, 穷视其所不为, 贫视
Use when building a leadership team, delegating authority, or evaluating why leaders succeed or fail. Applies Liu Bang's talent utilization model (用人之道) with Zh
Use when locating capable individuals who have withdrawn from public life. Covers intelligence gathering, informal approach, and relationship-building with recl
Use when selecting officials based on capability rather than favoritism or nepotism. Follows Qi Xi's impartial model: recommending personal enemies for their co
Help users navigate career changes and pivots. Use when someone is considering a new role, transitioning into product management, evaluating job offers, taking
Help users build relationships with mentors and sponsors for career growth. Use when someone is looking for career guidance, wants to find a mentor, needs an ad
Help users manage their energy for sustained performance. Use when someone is feeling burned out, trying to find their zone of genius, scheduling for productivi
Help users run effective one-on-one meetings. Use when someone is a new manager setting up 1:1s, struggling to make 1:1s productive, wants to improve career con
Help users build and maintain strong team culture. Use when someone is defining team values, creating psychological safety, onboarding to a new team, navigating
Help users negotiate job offers and compensation. Use when someone is negotiating salary, equity, or other terms of a job offer, preparing for a compensation co
Planejamento de headcount, design organizacional e otimização de estrutura de times. Use quando precisar de planejamento de org, plano de headcount, estrutura d