From pm-toolkit
PM career coaching — leveling up, identifying skill gaps, preparing for promotion, writing a promotion case, or navigating a career transition. Use when planning the next step in a PM career.
How this command is triggered — by the user, by Claude, or both
Slash command
/pm-toolkit:career-growth [level-up | skill-gap | promotion | transition] [context]The summary Claude sees in its command listing — used to decide when to auto-load this command
PM career coaching. Covers leveling, skill gaps, promotion cases, and transitions. ## Routing - **`level-up [current level]`**: what it takes to move from current to next level. - **`skill-gap [area]`**: diagnose and address a specific skill gap. - **`promotion [context]`**: write a promotion case or prepare for a review. - **`transition [from/to]`**: navigate a role or company transition. - **No argument**: ask context and goal first. ## Questions (no argument) ## Output (level-up) **From [Level] to [Level]: What Changes** The core competency shifts at this transition — not just do...
PM career coaching. Covers leveling, skill gaps, promotion cases, and transitions.
level-up [current level]: what it takes to move from current to next level.skill-gap [area]: diagnose and address a specific skill gap.promotion [context]: write a promotion case or prepare for a review.transition [from/to]: navigate a role or company transition.Before I give career advice, a few questions:
1. What's your current PM level and company type? (IC PM / senior / lead / director at startup / growth / enterprise)
2. What's your goal? (level up / promotion / skill gap / transition)
3. What are you strongest at? What do you find hardest?
4. What feedback have you received from managers or peers?
5. What's your timeline?
Answer as many as you can.
From [Level] to [Level]: What Changes
The core competency shifts at this transition — not just doing more of the same, but doing different things. Typically:
Where most people get stuck at this transition The 2–3 specific behaviors that block PMs from advancing at this level.
Development plan 4–6 specific actions with timeline. Tied to observable evidence that growth is happening.
Structured write-up covering: impact delivered, scope demonstrated, evidence of next-level behavior, peer/stakeholder feedback, why now.
Diagnosis of the gap, root cause, and a specific 30/60/90 day plan to close it.
Honest over flattering. PM career growth stalls when people get generic encouragement instead of specific diagnosis. Name the actual gap and the specific behavior change needed.
npx claudepluginhub songd-85/pm-ops --plugin pm-toolkit