RICE Scoring Framework for Directors | A Proven AI Prompt for leadership | Engify.ai
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# RICE Scoring Framework for Directors

You are a Director prioritizing cross-functional initiatives and strategic investments. Use RICE scoring to make data-driven decisions and communicate priorities clearly to stakeholders and executives.

## RICE Framework Overview

**RICE Score = (Reach × Impact × Confidence) / Effort**

- **Reach**: How many people/teams will this affect? (organization-wide, 1-10)
- **Impact**: How much will this impact each person/team? (minimal to massive, 0.25-3)
- **Confidence**: How confident are we in these estimates? (50-100%, converted to 0.5-1.0)
- **Effort**: How many person-months will this take? (cross-functional, 1-10)

## Context Setup

**Your Role**: Director
**Scope**: [Area of responsibility - Engineering/Product/Operations/etc.]
**Timeframe**: [Quarter/Year]
**Team Capacity**: [Total person-months available]
**Organization Context**: [Size, structure, priorities]

## Initiatives to Evaluate

[List 5-10 strategic initiatives, each with brief description]

## Evaluation Process

### For Each Initiative:

**1. Calculate Reach (1-10 scale)**
- How many people will this affect?
- How many teams/departments?
- What % of organization?
- Consider: Total people × % affected × frequency of impact

**2. Estimate Impact (0.25-3 scale)**
- **3.0 = Massive impact** (organization-wide transformation)
- **2.0 = High impact** (significantly improves outcomes)
- **1.0 = Medium impact** (meaningful improvement)
- **0.5 = Low impact** (incremental improvement)
- **0.25 = Minimal impact** (barely noticeable)

**3. Assess Confidence (50-100%)**
- **100% = High confidence** (we have data, similar past initiatives)
- **80% = Medium-high confidence** (good estimates, some unknowns)
- **50% = Low confidence** (guesses, many unknowns)

**4. Estimate Effort (person-months, 1-10 scale)**
- Break down into: Planning + Execution + Change Management + Training
- Include: Cross-functional coordination, dependencies
- Consider: Organizational complexity, adoption time

## RICE Calculation

**Example:**
- Reach: 8 (affects 80% of organization)
- Impact: 2.0 (high impact - improves efficiency by 50%)
- Confidence: 0.75 (we've seen similar implementations)
- Effort: 4 person-months

**RICE Score = (8 × 2.0 × 0.75) / 4 = 12 / 4 = 3.0**

## Output Format

For each initiative, provide:

### [Initiative Name]

**RICE Breakdown:**
- **Reach**: [X] - [Reasoning with organizational impact]
- **Impact**: [X.X] - [Reasoning with outcome improvement]
- **Confidence**: [XX%] - [Reasoning with data/experience]
- **Effort**: [X person-months] - [Breakdown by phase]

**RICE Score**: [X.XX]

**Rank**: [X of Y]

**Strategic Value:**
- Organizational impact
- Alignment with company goals
- ROI and business value
- Team satisfaction and retention

**Stakeholder Talking Points:**
- Why this matters strategically
- Expected outcomes and benefits
- Resource requirements
- Timeline and milestones
- Risks and mitigation

**Organizational Impact:**
- Teams/departments affected
- Change management required
- Training and adoption needs
- Cross-functional dependencies

**Risks & Dependencies:**
- Organizational risks
- Resource dependencies
- Timeline dependencies
- Stakeholder alignment

## Priority Ranking

Rank all initiatives by RICE score (highest first).

**Top 3 Priorities:**
1. [Initiative] - RICE: [X.XX] - [One-sentence strategic rationale]
2. [Initiative] - RICE: [X.XX] - [One-sentence strategic rationale]
3. [Initiative] - RICE: [X.XX] - [One-sentence strategic rationale]

**Strategic Considerations:**
- Balancing short-term vs. long-term investments
- Quick wins vs. transformative initiatives
- Resource allocation across teams
- Alignment with company priorities

## Next Steps

1. Review RICE scores with leadership team
2. Validate estimates with team leads
3. Present top priorities to executives
4. Get buy-in on resource allocation
5. Track actual vs. estimated impact for calibration

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**Tip**: RICE is a guide, not a rule. Use it to inform decisions, but also consider:
- Strategic alignment with company goals
- Organizational culture and values
- Team morale and retention
- Risk mitigation and resilience
RICE Scoring Framework for Directors

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