Browse reusable Agent Skills, each with a clear purpose and practical guidance.
Apply mechanism design (reverse game theory) to engineer incentive-compatible rules for allocation problems. Use this skill when the user needs to design auctions, voting systems, or matching markets, or when evaluating whether a proposed mechanism satisfies incentive compatibility and individual rationality constraints.
Apply network economics to analyze markets with network effects, critical mass dynamics, and platform competition. Use this skill when the user needs to evaluate tipping points, lock-in risks, switching costs, or standards wars, especially in technology platforms and two-sided markets.
Apply organizational ecology (Hannan and Freeman) to analyze population-level dynamics of organizational founding, failure, and selection. Use this skill when the user needs to explain industry-level patterns of birth and death rates, analyze structural inertia and liabilities of newness or aging, evaluate why adaptation is rare relative to selection, or when they ask 'why do most startups fail', 'why is this industry dominated by old firms', or 'why do organizations resist change despite environmental pressure'.
Apply public choice theory to analyze political decision-making as rational self-interested behavior. Use this skill when the user needs to evaluate government policy failures, rent-seeking costs, voting outcomes, or bureaucratic incentives, especially when the assumption of benevolent government is questionable.
Apply real options analysis to value managerial flexibility embedded in investment decisions. Use this skill when the user needs to evaluate projects with significant uncertainty and flexibility, assess the value of deferring or expanding investments, compare traditional NPV with expanded NPV, or when they ask 'should we wait to invest', 'what is the option to abandon worth', or 'why does NPV undervalue this project'.
Apply Service-Dominant Logic (Vargo and Lusch, 2004) and value co-creation principles to reframe exchange and value creation. Use this skill when the user needs to redesign value propositions around service exchange, analyze co-creation dynamics between firms and customers, shift from goods-dominant to service-dominant thinking, or when they ask 'how is value created with customers', 'what is our service logic', or 'how do we enable co-creation'.
Apply Social Identity Theory to analyze how group categorization, identification, and intergroup comparison drive behavior, bias, and conflict. Use this skill when the user needs to explain in-group favoritism or out-group hostility, diagnose organizational silo dynamics, design inclusive team structures, or when they ask 'why do groups polarize', 'how does team identity affect collaboration', or 'what drives us-vs-them thinking'.
Apply Sociotechnical Systems Theory to analyze and design work systems through joint optimization of social and technical subsystems. Use this skill when the user needs to diagnose why a technology implementation disrupted work practices, design IT-enabled work systems that balance human and technical needs, or when they ask 'why did this system hurt productivity despite being technically sound', 'how do we design work around new technology', or 'why are people resisting this technically superior system'.
Apply Agency Theory (Jensen and Meckling, 1976) to diagnose principal-agent problems — moral hazard, adverse selection — and design governance mechanisms to align interests. Use this skill when the user needs to analyze conflicts of interest between owners and managers, design incentive or monitoring structures, evaluate corporate governance effectiveness, or when they ask 'how do we ensure managers act in shareholders interest', 'why is this incentive plan failing', or 'what governance mechanisms reduce agency costs'.
Apply the Knowledge-Based View (Grant, 1996) and Nonaka and Takeuchi's SECI model to analyze how organizations create, transfer, and integrate knowledge for competitive advantage. Use this skill when the user needs to design knowledge management systems, understand why knowledge transfer fails across teams, evaluate knowledge creation processes, or when they ask 'how do we capture tacit knowledge', 'why does knowledge stay siloed', or 'how can we turn individual expertise into organizational capability'.