---
name: okr-builder
description: "Create well-structured OKRs (Objectives and Key Results) for product teams, startups, and individuals. Use when asked to write OKRs, set quarterly goals, define key results, or review existing OKRs. Produces a complete OKR set with objectives, measurable key results, baselines, and a scoring guide."
---

# OKR Builder Skill

Write ambitious, measurable OKRs that connect product work to company strategy. Avoid vanity metrics, output-focused key results, and objectives that sound like task lists.

## OKR Fundamentals

**Objective:** Qualitative, inspiring, time-bound. Answers "where are we going?"
**Key Result:** Quantitative, specific, measurable. Answers "how will we know we've arrived?"

### The Test for a Good KR
- Can it be scored 0.0–1.0 at the end of the period?
- Does it measure outcome, not output? ("Revenue from new customers increased by 30%" not "Launch 3 features")
- Is it ambitious but achievable? (Aim for 70% attainment as the gold standard)
- Is it within the team's control?

## Common OKR Anti-Patterns to Flag and Fix

| Anti-Pattern | Example | Better Version |
|---|---|---|
| Task masquerading as KR | "Launch onboarding redesign" | "New user activation rate increases from 42% to 65%" |
| Vanity metric | "Get 10,000 app downloads" | "30-day retention for new users reaches 40%" |
| Binary KR | "Ship API v2" | "API v2 adopted by 80% of active integrations" |
| Too many KRs | 6+ per objective | Max 3–4 KRs per objective |
| No baseline | "Improve NPS" | "NPS increases from 32 to 50" |

Always flag anti-patterns and offer a rewrite.

## Output Format

### [Quarter] OKRs — [Team/Product Area]

---

**Objective 1: [Inspiring, qualitative statement]**

*Why this matters:* [1–2 sentence strategic context]

| # | Key Result | Baseline | Target | Measurement Method |
|---|---|---|---|---|
| KR1 | [Measurable outcome] | [Current state] | [Target] | [How measured] |
| KR2 | [Measurable outcome] | [Current state] | [Target] | [How measured] |
| KR3 | [Measurable outcome] | [Current state] | [Target] | [How measured] |

*Owner:* [Name/Role]
*Check-in cadence:* Weekly

---

Repeat for each objective. Recommend 2–4 objectives per team per quarter.

## Scoring Guide to Include

At quarter end, score each KR:
- 0.7–1.0 = Excellent (0.7 is the "sweet spot" — if all KRs score 1.0, they weren't ambitious enough)
- 0.4–0.6 = Made progress but missed
- 0.0–0.3 = Missed — needs retrospective discussion

## Required Inputs

Ask the user for these if not provided:
- **Team or individual** the OKRs are for
- **Quarter and year**
- **Company or product North Star metric** (OKRs should connect to this)
- **Top 3 priorities or goals for this quarter** (rough notes are fine)
- **Any existing OKRs to review or improve** (optional)

## Guidelines

- Always ask for the company-level or product-level North Star metric before writing OKRs
- Recommend no more than 3 objectives per team per quarter
- If user provides output-based goals, always reframe as outcomes
- Include a "health check" section flagging which KRs have no current baseline data
- Remind user: OKRs are not performance reviews — they should be ambitious enough that missing them is okay

## Quality Checks

- [ ] Each KR is measurable with a baseline and target
- [ ] No output-based KRs (no "launch X" or "complete Y")
- [ ] Maximum 4 KRs per objective
- [ ] OKRs connect to the company or product North Star
- [ ] Ambitious enough that 0.7 attainment is the expected score