Drafts a quarter's OKRs - an inspiring qualitative objective with 3-5 measurable key results, each with a baseline, target, and owner - plus the weekly confidence check-in and end-of-quarter grading cadence. Use when someone asks "help me write OKRs", "are these key results any good", "turn our goals into OKRs for next quarter", or "how do we score our OKRs". Do NOT use for building the full-year company plan that OKRs slot into - use annual-plan instead - or for personal goal-tracking with a check-in partner - use goals-accountability instead.
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name: OKR Builder
description: Drafts a quarter's OKRs - an inspiring qualitative objective with 3-5 measurable key results, each with a baseline, target, and owner - plus the weekly confidence check-in and end-of-quarter grading cadence. Use when someone asks "help me write OKRs", "are these key results any good", "turn our goals into OKRs for next quarter", or "how do we score our OKRs". Do NOT use for building the full-year company plan that OKRs slot into - use annual-plan instead - or for personal goal-tracking with a check-in partner - use goals-accountability instead.
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# OKR Builder
OKRs align effort around outcomes, and they fail in one predictable way: key results that are really a to-do list in disguise, so the team "completes" everything and moves nothing. The job of this skill is to produce few, measurable, honest OKRs - where a 0.7 at quarter end is a good result on a stretch goal, not a failure to explain away.
## Operating procedure
### Step 1: gather inputs
Collect before drafting; label anything the user estimates as a guess.
- The company or org priority this quarter rolls up to (one sentence). If the user cannot state it, that is the first problem - OKRs written in a vacuum get orphaned. If no annual plan exists, route to annual-plan first.
- The team's candidate goals, in whatever raw form exists.
- Current baselines for any metric that might become a key result. No baseline means no KR yet - default to spending the first two weeks of the quarter instrumenting it, and say so in the OKR.
- Who is available to own each key result.
### Step 2: draft the objectives - max 3
An objective is qualitative, inspiring, and short: where the team wants to be, not what it will do. Hard cap at 3 objectives per team per quarter; 1-2 is better. Focus is the point - every objective added past three dilutes the others by more than a third, because attention doesn't split evenly.
### Step 3: draft 3-5 key results per objective… load the full skill through Skill Me