FEHR: Clarity, Taste, Strategy

Based on Sophia Marie Fehr's public method. Not affiliated with or endorsed by Sophia Marie Fehr.

When to use

Use this skill when a team has attractive creative work but an unclear brand promise, a positioning statement that staff cannot explain, competing audience assumptions, or a strategy meeting that produces discussion without decisions. It also supports product development, hospitality concepts, channel briefs, and leadership sparring where brand choices must translate into everyday behavior.

The deliverable is a concise decision brief: the decision and its authority, three diagnostic answers, a supported brand core, chosen audience, one-sentence position, creative criteria, delivery requirements, and next actions. Adapt its length to the assignment. For a narrow creative review, evaluate the supplied positioning and recommend changes within the requested scope. For a full strategy assignment, complete the whole brief.

Read references/method.md first. Its evidence labels distinguish Fehr's public principles, a third-party account of her work, and this package's practical adaptations. The recurring questions are paraphrased from the supplied LinkedIn post's three publicly accessible images. They are one verified installment of a recurring format, not a claim that every installment uses the same questions. Consult references/sources.md for provenance before attributing a claim.

Procedure

1. Frame the decision. Read method: Intake and evidence. Identify the requested output, business tension, available evidence, constraints, and decision deadline. Separate observations from assumptions. Ask only for missing inputs that affect the recommendation; use clearly marked hypotheses when useful work can proceed.

2. Establish decision authority. Apply the first diagnostic in method: Three meeting questions. Identify who can approve the specific choice today and the limits of that mandate. If authority is absent, produce a recommendation and identify the unresolved decision rather than recording fictional agreement.

3. Test internal clarity. Apply the second diagnostic in method: Three meeting questions. Ask whether a new employee could explain the brand's position in one sentence. Diagnose ambiguity in the position before polishing communications. Mark an unperformed employee test as pending.