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Design and implement OKR (Objectives and Key Results) for goal-setting and strategic alignment across organizational levels. Use this skill when the user needs to set team or company goals, align departments to strategy, track quarterly progress, or transition from KPI to OKR systems — even if they say 'set our quarterly goals', 'how does OKR work', 'align team goals with company vision', or 'our goals feel disconnected'.
npx skill4agent add asgard-ai-platform/skills ops-okr-planningIRON LAW: Objectives Are Ambitious, Key Results Are Measurable
Objective: Qualitative, inspiring, directional. "Become the #1 choice
for SMB accounting in Taiwan."
Key Result: Quantitative, measurable, time-bound. "Increase NPS from
32 to 50 by Q4."
If you can't measure it, it's not a Key Result. If it's not ambitious,
it's not an Objective.| Aspect | OKR | KPI |
|---|---|---|
| Purpose | Drive change, set direction | Monitor ongoing performance |
| Ambition | Stretch goals (70% achievement = success) | Targets (100% achievement expected) |
| Cadence | Quarterly | Ongoing |
| Scope | Strategic priorities (3-5 per level) | Operational metrics (many) |
| Scoring | 0.0 - 1.0 scale | Threshold-based |
Objective: {Inspiring, qualitative goal}
├── KR1: {Measurable result} — baseline: X → target: Y
├── KR2: {Measurable result} — baseline: X → target: Y
└── KR3: {Measurable result} — baseline: X → target: YCompany OKR: "Become the market leader in Taiwan SMB accounting"
↓
Product Team: "Make onboarding effortless"
KR: Reduce time-to-first-value from 7 days to 1 day
↓
Engineering: "Ship self-serve onboarding flow"
KR: Launch wizard by March 15, 80% completion rate| Activity | Frequency | Participants |
|---|---|---|
| Set OKRs | Start of quarter | Leadership + team leads |
| Weekly check-in | Weekly (15 min) | Team standup |
| Mid-quarter review | Mid-quarter | Team + manager |
| End-of-quarter scoring | End of quarter | Everyone |
| Retrospective | After scoring | Team |
| Score | Meaning |
|---|---|
| 0.0-0.3 | Failed to make meaningful progress |
| 0.4-0.6 | Made progress but fell short |
| 0.7-0.8 | Sweet spot — ambitious goal, strong execution |
| 0.9-1.0 | Either nailed it (great!) or goal wasn't ambitious enough |
# OKR Plan: {Team/Company} — {Quarter}
## Company Objectives
### O1: {Objective}
- KR1: {metric} — {baseline} → {target}
- KR2: {metric} — {baseline} → {target}
- KR3: {metric} — {baseline} → {target}
## Team OKRs (aligned to company)
### {Team Name}
#### O1: {Team objective} (supports Company O{N})
- KR1: {metric} — {baseline} → {target}
- KR2: ...
## Check-in Template
| KR | Target | Current | Confidence | Blocker |
|-----|--------|---------|-----------|---------|
| KR1 | {target} | {current} | 🟢/🟡/🔴 | {if any} |references/okr-templates.md