Getting it into your agent
One page per mod, every tool's command on it. A separate URL per tool would split the same page into five that compete with each other.
npx skills add fabioc-aloha/Alex_Skill_Mall --skill stakeholder-managementgit clone --depth 1 https://github.com/fabioc-aloha/Alex_Skill_MallWrote this? Show the measurements
A badge with what this costs and how it scanned, read live from this page, so it follows the numbers instead of freezing them. Markdown for a README, HTML for a documentation site or a project page.
[](https://agentmods.dev/skills/fabioc-aloha/alex_skill_mall/stakeholder-management)<a href="https://agentmods.dev/skills/fabioc-aloha/alex_skill_mall/stakeholder-management"><img src="https://agentmods.dev/badge/skills/fabioc-aloha/alex_skill_mall/stakeholder-management/github.svg" alt="Measured on agentmods" height="20"></a>Or the 80×15 button, for a site that already has a row of RSS and ATOM ones. Only the verdict fits; the numbers stay here.
<a href="https://agentmods.dev/skills/fabioc-aloha/alex_skill_mall/stakeholder-management"><img src="https://agentmods.dev/badge/skills/fabioc-aloha/alex_skill_mall/stakeholder-management.svg" alt="Reviewed on agentmods" width="80" height="20"></a>What it costs to keep this loaded
Counted locally with the o200k_base tokenizer, which is exact for GPT models; Claude uses its own tokenizer and its counts differ. Treat this as one consistent yardstick across the catalogue rather than a bill. Prices are per million input tokens.
| Model | Per session | Once invoked |
|---|---|---|
| Fable 5.1 | $0.00017 | $0.02143 |
| Opus 5 | $0.00009 | $0.01071 |
| Sonnet 5 | $0.00003 | $0.00429 |
| Haiku 4.5 | $0.00002 | $0.00214 |
Grade A, and why
stakeholder-management scanned grade A with 0 findings against 26 rules in 11 categories — prompt injection, anti-refusal, data exfiltration, privilege escalation, supply chain, agent snooping, system-prompt leakage, SSRF and excessive agency — measured 8d ago.
A static scan of the body, not an audit. Every finding is printed with the line that produced it so you can judge whether it matters here. A mod is markdown that instructs an agent; that is exactly why what it instructs is worth reading.
Nothing flagged
None of the 26 patterns this scan looks for appear in this file: no shell pipes, no recursive deletes, no credential paths, no hidden text, no instruction-override or anti-refusal phrasing, no agent-config snooping. That is not a guarantee, it is the absence of the things that are checkable.
How it starts
The opening of the file, as written. The whole thing — 292 lines — stays where its author put it; the contents beside it link to each section on GitHub.
Skill: Stakeholder Management
Influence mapping, communication strategies, and expectation management for complex organizations.
Metadata
| Field | Value |
|---|---|
| Skill ID | stakeholder-management |
| Version | 1.0.0 |
| Category | Leadership |
| Difficulty | Advanced |
| Prerequisites | None |
| Related Skills | executive-storytelling, coaching-techniques, frustration-recognition |
Overview
Stakeholder management is the art of achieving outcomes through others—especially when you lack direct authority. For directors, this means influencing executives, aligning peers, and enabling teams.
Core Principle
Stakeholders aren't obstacles—they're levers. The question is: what do they need to move your direction?
Module 1: Stakeholder Mapping
The Power-Interest Grid
| Low Interest | High Interest | |
|---|---|---|
| High Power | Keep Satisfied | Manage Closely |
| Low Power | Monitor | Keep Informed |
Mapping Process
- List all stakeholders affected by or affecting your initiative
- Assess power (decision authority, resource control, influence)
- Assess interest (how much they care about outcomes)
- Plot on grid
- Develop strategy per quadrant
Stakeholder Profiles
For each key stakeholder, document:
| Field | Purpose |
|---|---|
| Name/Role | Who they are |
| Power Level | Decision authority |
| Interest Level | Engagement level |
| Current Position | Support, oppose, neutral |
| Desired Position | Where you need them |
| Key Concerns | What they worry about |
| Motivators | What they care about |
| Communication Preference | How to reach them |
Example Profile
## Stakeholder: VP of Engineering
- **Power**: High (controls development resources)
- **Interest**: Medium (not primary sponsor)
- **Current**: Neutral-skeptical
- **Desired**: Active supporter
- **Concerns**: Timeline risk, team bandwidth
- **Motivators**: Technical excellence, team morale
- **Preference**: Data-driven, short meetings
- **Strategy**: Show technical feasibility, minimize scope creep
What this file has done since we first saw it
Hashed on every crawl. A supply-chain change to an agent config is a question of when, not whether, so the history is kept rather than the latest state alone.
- 8d ago First seen · 292 lines · 17 tokens per session scan A 79e6ea21f089
stakeholder-management is a skill published in the GitHub repository fabioc-aloha/Alex_Skill_Mall (4 stars, last pushed today), licensed MIT. It adds 17 tokens to every session and 2,143 once invoked, about $0.0001 per session on Opus 5. A static security scan graded it A with 0 findings. No closer match exists in the catalogue, so it is treated as the original; first seen 2026-09-03.
Other skills, from other repositories
apply-cross-functional-leadership
Use when a manager needs to lead a project or initiative that depends on team members or stakeholders they do not formally manage — to build voluntary cooperation, alignment, and momentum across organizational boundaries through influence rather than authority.
apply-high-performer-retention
Use when a manager wants to proactively retain top-performing direct reports — because high performers have the most options to leave and require active, differentiated management attention to stay engaged and challenged.
apply-intrinsic-motivation
Use when a manager wants to design work, roles, or conditions that sustain employee motivation over the long term — by understanding what drives internal engagement rather than relying primarily on compensation, perks, or external incentives.
build-inclusion-practices
Use when a manager wants to create a team environment where people from different backgrounds have equitable access to voice, visibility, advancement opportunities, and meaningful work — beyond just having diverse representation on the team.
build-psychological-safety
Use when a team leader wants to assess and improve the degree to which team members feel safe to speak up, admit mistakes, ask questions, and disagree — because psychological safety is the strongest predictor of team learning and high performance.
design-team-culture
Use when a manager wants to intentionally shape the values, behaviors, and working patterns that define how their team operates — going beyond written norms to embed culture through rituals, stories, symbols, and leader modeling.