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Four separate skills based on the book 3THINGS — Cara Berpikir dan Berkomunikasi Secara Singkat, Sederhana, dan Terstruktur by Subhan Novianda & Ifa Alif. Each turns messy input into something short, simple, and structured — one core idea held up by three.

Each skill lives in its own folder with its own SKILL.md, so they appear as four independent / commands:

3Things/
├── summarize/SKILL.md
├── solve/SKILL.md
├── decide/SKILL.md
└── plan/SKILL.md

Framework and examples adapted from 3THINGS © Subhan Novianda & Ifa Alif, shared freely by the authors.

Authors of the book

• Subhan Novianda — linkedin.com/in/subhannovianda
• Ifa Alif — linkedin.com/in/ifaalifk

Skill creator

• Redho Ramadhani — linkedin.com/in/redhoramadhanihamid · github.com/redhoram

These skills package the authors' framework into / commands; all conceptual credit belongs to them.

A demo of all 4 skills in action. Each one turns a raw, unstructured input into a clear 3-layer structure.

Input (unstructured):

The marketing team just wrapped a 2-hour meeting reviewing the Q2 campaign. Results: ad budget up 30% but conversion only up 8%, CAC rose from 45k to 62k, organic engagement dropped because the team focused on paid ads, 3 new platforms haven't been tried yet (TikTok Shop, Threads Ads, WhatsApp Broadcast), the sales team is complaining that paid-ad leads are low quality, and the Q3 budget has to be submitted next week. Please summarize this into a short report to send to the CEO.

Core message: Ad budget is up 30% but conversion hasn't kept pace — spend efficiency needs review before submitting the Q3 budget.

3 supporting points:

1. Efficiency is declining — conversion only up 8%, CAC rose from Rp45k → Rp62k.
2. Overreliance on paid ads hurt organic engagement and lead quality (flagged by sales).
3. Untapped opportunity — 3 new platforms (TikTok Shop, Threads Ads, WhatsApp Broadcast) haven't been tested.

Input (unstructured):

Our CS team keeps getting complaints about slow replies, even though we added 2 more CS staff last month. Average response time is still over 24 hours. Why is that, and what's the fix?

Problem: Response time stays above 24 hours despite added CS headcount.

Root Cause: Not a staffing shortage — a systems gap. No chat routing/prioritization mechanism; likely still manual with no ticketing/queue system.

Solution:

1. Implement a ticketing/helpdesk system for automatic distribution.
2. Set a priority SOP and response-time SLA.
3. Audit and redistribute workload across CS staff.

Input (unstructured):

I want to launch a local skincare product in the next 3 months, targeting 1,000 orders closed in the first month. Right now I only have the product formula — no brand, team, or sales strategy yet. Help me build the plan.

Output (Goal): A successful launch with 1,000 orders closed in the first month.

Process (3 phases):

1. Foundation (Month 1) — product, legal, branding.
2. Build the sales engine (Month 2) — channels, team, awareness, waitlist.
3. Launch execution (Month 3) — full campaign, ads, urgency.

Input: finalized product + permits, brand & packaging, minimal team (content + CS), sales channels, production & ad budget, a fast checkout/closing system.

Key insight: the biggest risk to hitting the target isn't the product — it's not having an audience/waitlist ready to buy on launch day.

Input (unstructured):

Our office needs to pick an HR platform (attendance, payroll, leave). Three candidates: Talenta, GreatDay HR, or building a custom system in-house. Budget is tight and IT is only 2 people. Which makes the most sense?

Options compared:

• Talenta — Pros: tax/BPJS compliance stays auto-updated; lightest load for a 2-person IT team. Cons: subscription cost; less room for custom flows.
• GreatDay HR — Pros: strongest mobile attendance for field teams. Cons: payroll/tax depth thinner than Talenta.
• In-house build — Pros: fully custom; no license fees. Cons: high risk for a 2-person IT team — payroll compliance is complex and always changing.

Recommendation: Talenta — it adds the least burden to a small IT team, and tax/BPJS compliance stays automatically up to date. GreatDay HR is a strong alternative if mobile attendance for field teams is the top priority. An in-house build carries high risk given payroll compliance complexity and limited IT capacity.

All four 3Things skills force a raw input into a clear 3-layer structure, making the output easier to scan and easier to stand behind.

1. Each skill has its own "mold" — filtering info (summarize), digging for root cause (solve), working backward from a goal (plan), or weighing options (decide) — but all converge on one core point plus a few supporting ones, never a random answer.
2. Messy, unstructured input doesn't need to be cleaned up first — the skill does the structuring.
3. The output is ready to use immediately — sent to a CEO, executed by a team, or used as a decision basis — not just a rough draft that needs more work.

Empat skill terpisah berdasarkan buku 3THINGS — Cara Berpikir dan Berkomunikasi Secara Singkat, Sederhana, dan Terstruktur karya Subhan Novianda & Ifa Alif. Masing-masing mengubah input yang berantakan menjadi sesuatu yang singkat, sederhana, dan terstruktur — satu ide inti yang ditopang oleh tiga.

Setiap skill berada di foldernya sendiri dengan SKILL.md masing-masing, sehingga muncul sebagai empat command / yang independen:

3Things/
├── summarize/SKILL.md
├── solve/SKILL.md
├── decide/SKILL.md
└── plan/SKILL.md

Framework dan contoh diadaptasi dari buku 3THINGS © Subhan Novianda & Ifa Alif, yang dibagikan secara bebas oleh para penulisnya.

Penulis buku

• Subhan Novianda — linkedin.com/in/subhannovianda
• Ifa Alif — linkedin.com/in/ifaalifk

Pembuat skill

• Redho Ramadhani — linkedin.com/in/redhoramadhanihamid · github.com/redhoram

Skill ini hanya mengemas framework para penulis menjadi command /; seluruh kredit konsep tetap menjadi milik mereka.

Demo 4 skill dalam praktik. Masing-masing mengubah input mentah dan tidak terstruktur menjadi struktur 3 lapis yang jelas.

Input (unstructured):

Tim marketing baru rapat 2 jam bahas evaluasi campaign Q2. Hasilnya: budget iklan naik 30% tapi konversi cuma naik 8%, CAC naik dari 45rb jadi 62rb, engagement organik turun karena tim fokus ke paid ads, ada 3 platform baru yang belum dicoba (TikTok Shop, Threads Ads, WhatsApp Broadcast), tim sales komplain leads dari paid ads kualitasnya rendah, dan budget Q3 harus diajukan minggu depan. Tolong ringkas jadi laporan singkat buat kirim ke CEO.

Core message: Budget iklan naik 30% tapi konversi tidak sebanding — perlu evaluasi efisiensi belanja sebelum ajukan budget Q3.

3 poin pendukung:

1. Efisiensi menurun — konversi hanya naik 8%, CAC naik dari Rp45rb → Rp62rb.
2. Fokus berlebih ke paid ads menurunkan engagement organik dan kualitas leads (komplain dari tim sales).
3. Peluang belum digarap — 3 platform baru (TikTok Shop, Threads Ads, WhatsApp Broadcast) belum dicoba.

Input (unstructured):

Tim CS kami sering banget dapet komplain pelanggan telat dibalas, padahal sudah nambah 2 orang CS bulan lalu. Tetap aja response time rata-rata masih di atas 24 jam. Kenapa ya, dan gimana solusinya?

Problem: Response time tetap di atas 24 jam meski headcount CS bertambah.

Root Cause: Bukan kekurangan orang, tapi kekurangan sistem — tidak ada mekanisme routing/prioritas chat, kemungkinan besar masih manual tanpa ticketing/antrian.

Solution:

1. Terapkan sistem ticketing/helpdesk untuk distribusi otomatis.
2. Buat SOP prioritas & SLA response time.
3. Cek dan redistribusi beban kerja per CS.

Input (unstructured):

Aku mau launching produk skincare lokal dalam 3 bulan ke depan, dan targetnya bisa closing 1000 order di bulan pertama launching. Sekarang aku baru punya formula produk, belum ada brand, tim, atau strategi jualan. Bantu bikinin rencananya.

Output (Goal): Launching sukses dengan 1000 order closing di bulan pertama.

Process (3 fase):

1. Fondasi (Bulan 1) — produk, legalitas, branding.
2. Bangun mesin jualan (Bulan 2) — channel, tim, awareness, waitlist.
3. Eksekusi launching (Bulan 3) — campaign penuh, ads, urgency.

Input: produk final + izin edar, brand & kemasan, tim minimal (konten + CS), channel jualan, budget produksi & ads, sistem closing cepat.

Insight kunci: risiko terbesar gagal target bukan di produk, tapi di belum adanya audiens/waitlist yang siap beli di hari-H.

Input (unstructured):

Kantor kami mau pilih platform buat sistem HR (absensi, payroll, cuti). Ada 3 kandidat: Talenta, GreatDay HR, dan bikin sistem custom sendiri pakai developer internal. Budget terbatas dan tim IT cuma 2 orang. Mana yang paling masuk akal?

Opsi yang dibandingkan:

• Talenta — Pro: kepatuhan pajak/BPJS terjaga otomatis; beban paling ringan untuk tim IT 2 orang. Kontra: biaya langganan; ruang kustomisasi terbatas.
• GreatDay HR — Pro: absensi mobile terkuat untuk tim lapangan. Kontra: kedalaman payroll/pajak di bawah Talenta.
• Sistem custom internal — Pro: fleksibel penuh; tanpa biaya lisensi. Kontra: risiko tinggi untuk tim IT 2 orang — compliance payroll kompleks dan terus berubah.

Recommendation: Talenta — karena minim beban tambahan untuk tim IT yang kecil dan kepatuhan pajak/BPJS terjaga otomatis. GreatDay HR jadi alternatif kuat kalau prioritas utama absensi mobile untuk tim lapangan. Sistem custom internal berisiko tinggi mengingat kompleksitas compliance payroll dan keterbatasan tim IT.

Keempat skill 3Things memaksa jawaban terstruktur dalam 3 lapisan, sehingga hasilnya lebih mudah di-scan dan dipertanggungjawabkan ke pihak lain.

1. Setiap skill punya "cetakan" berpikir sendiri — filter info (summarize), gali akar masalah (solve), mundur dari goal (plan), atau timbang opsi (decide) — tapi semuanya berujung pada satu inti + beberapa poin pendukung, bukan jawaban acak.
2. Input yang berantakan/mentah tetap bisa diproses tanpa perlu dirapikan dulu oleh user — skill yang mengurai strukturnya.
3. Output yang dihasilkan langsung siap dipakai (dikirim ke CEO, dieksekusi tim, atau dijadikan dasar keputusan), bukan sekadar draft yang masih perlu diolah ulang.