mcpField
E
eighty-twenty-time-team-leverage

eighty-twenty-time-team-leverage

github.com/lvtd-llcProductivity160 installsUpdated 7w ago
Repository

About eighty-twenty-time-team-leverage

This skill helps individuals and teams prioritize work and allocate capacity using ideas from Perry Marshall’s 80/20 Sales and Marketing. It covers delegation, automation, hiring trials, and safeguards for quality and confidentiality.

Key features

  1. 01Inventory tasks by value
  2. 02Identify talent zones
  3. 03Choose stop, automate, or delegate moves
  4. 04Design hiring and outsourcing trials
  5. 05Check quality and confidentiality risks

Use cases

  1. 01Decide which recurring tasks to stop or delegate
  2. 02Shift team members toward higher-value work
  3. 03Create practical trials for contractors

Install

Copy the command and run it in a terminal.

$npx skills add https://github.com/lvtd-llc/skills --skill eighty-twenty-time-team-leverage

After installing, type/eighty-twenty-time-team-leveragein Claude Code to confirm it loaded.

Details

From the project README

80/20 Time Team Leverage

Use this skill to move people, time, and team capacity toward the highest-value work. It is based on 80/20 Sales and Marketing by Perry Marshall.

Source Traceability

Primary source: 80/20 Sales and Marketing, chapters 15-19.

  • Chapters 15 and 16 apply 80/20 to time, value per hour, and talent zone.
  • Chapter 17 covers audition-based hiring and outsourcing.
  • Chapter 18 covers personal assistant leverage.
  • Chapter 19 covers removing low-value customers and poor performance.

Workflow

1. Inventory Work By Value

List recurring tasks and estimate:

  • Dollar value or strategic value.
  • Required skill.
  • Energy cost.
  • Frequency.
  • Whether only this person can do it.
  • Delegation or automation difficulty.

Classify tasks as low, medium, or high leverage. Use explicit estimates when exact dollars are unavailable.

2. Identify The Talent Zone

For the person or team, capture:

  • Work they are unusually good at.
  • Work that creates disproportionate value.
  • Work they hate or avoid.
  • Work others can do well enough.
  • Work that should be stopped entirely.

Do not delegate the highest-value judgment work just because it is hard.

3. Choose The Leverage Move

Recommend one:

  • Stop the task.
  • Automate the task.
  • Delegate to an assistant.
  • Outsource to a specialist.
  • Trial a contractor or salesperson.
  • Move the person into higher-value work.
  • Remove a low-performing role, vendor, or customer relationship.
4. Design The Trial

For hiring or outsourcing, prefer a practical audition:

  • Real task.
  • Clear deliverable.
  • Time box.
  • Quality bar.
  • Communication standard.
  • Confidentiality or boundary requirement when relevant.

Output Format

# 80/20 Time And Team Leverage

## Work Inventory
| Task | Value | Frequency | Current Owner | Leverage Move |
|------|-------|-----------|---------------|---------------|

## Talent Zone
- Highest-value work:
- Low-value work:
- Work to stop:
- Work to delegate:

## Trial Plan
- Role/vendor/task:
- Trial deliverable:
- Time box:
- Pass criteria:
- Failure criteria:

## Next Actions
1. [Action]
2. [Action]
3. [Action]

Quality Bar

  • Do not optimize low-value work before deciding whether it should exist.
  • Do not recommend delegation without a quality bar.
  • Do not ignore confidentiality, judgment, or boundary risk.
  • Separate work the person dislikes from work that is genuinely low value.
  • Preserve the highest-leverage work for the person best suited to do it.

Comments

Markdown supported