Check Span And Layers

Check Span and Layers

When to use

Diagnose span of control and layer count — both over-management (narrow spans, excess layers) and under-management (wide spans where coaching needed).

What this skill does not do

• Does not redesign decision rights — route to /operating-model:design-decision-rights.
• Does not assess strategic structure fit — route to /operating-model:diagnose-structure-fit.
• Does not recommend blanket flattening — changes tied to role-type reasoning.

Preconditions

| Input | If missing | |---|---| | Span by function/level | Ask user for org data or HRIS export | | Layer count top to frontline | Ask; estimate with [review] if partial | | Practice profile targets | Use industry norms; flag [PROVISIONAL] |

Provisional mode

Partial org data: assess available spans/layers; flag incomplete coverage in output header.

Trust spine

• Confidence bands (structured-aggregation):
• High: Spans assessed by role type; layers justified or flagged; latency estimated.
• Medium: Some functions missing; recommendations qualified.
• Low: No span data — halt.
• Failure modes:
• Strategic advice vs. support: Recommendations are draft for exec/HR review.
• Client confidentiality: Headcount data sensitive — CONFIDENTIAL header.
• Accountability gap: Flags tied to role types, not generic "reduce layers."
• Analytical Rigor: Every function/level in scope assessed.
• Incentive Gaming: N/A for this shape.
• Escalation triggers: Layer count with no complexity justification — flag decision latency cost.

Workflow

1. Read practice profile for span/layer data and targets.
2. Assess span by function/level against role type (coaching vs. independent work).
3. Count layers top to frontline; justify by complexity or flag accumulation.
4. Estimate practical cost of excess layers — decision latency, distortion.
5. Recommend specific changes with role-type rationale.
6. Completeness check before output.

Output format

CONFIDENCE: [defensible recommendation | structured first pass]
SPAN ANALYSIS:
[Function/Level] — Span: [N] — Role type: [...] — Assessment: [defensible / flag — too narrow / too wide]

LAYER ANALYSIS: [N] layers, top to frontline
  Justified by: [complexity] or [no clear justification — flag]
  Estimated decision latency: [rough approvals for typical decision]

RECOMMENDED CHANGES: [specific layers/spans, with role-type rationale]

Worked example

Input: Engineering managers span 4 on mostly independent IC work; 7 layers to frontline in single-product company.

Expected output (excerpt):

SPAN ANALYSIS:
Engineering Manager — Span: 4 — Role type: independent ICs — Assessment: flag — too narrow

LAYER ANALYSIS: 7 layers — Justified by: no clear justification found — flag
RECOMMENDED CHANGES: Widen EM spans to 8–10; remove one coordination layer between VP and directors [review]

Quality checks before delivering

• [ ] Span assessed against role type, not single universal number
• [ ] Layers justified or flagged
• [ ] Latency/distortion estimated when layers excess
• [ ] Recommendations specific, not blanket flattening
• [ ] Coverage gaps noted if data incomplete

Propose profile update

When a stable convention surfaces during this run (thresholds, naming, tone, output format, or recurring corrections), propose a profile update: show the exact diff against ~/.claude/plugins/config/claude-for-strategy/operating-model/CLAUDE.md (org-wide facts go to org-profile.md), ask for confirmation, and write only on yes. Only /operating-model:practice-setup auto-applies a full profile write.

Outputs

Follows plugin CLAUDE.md § Outputs. Next: exec/HR review, diagnose-structure-fit, or org design workshop.

Source & license

This open-source skill is cataloged on AgentStack and links to its original source — we do not rehost the code.

• Author: daddia
• Source: daddia/claude-for-strategy
• License: MIT

Install and usage instructions live in the source repository linked above.