mohitagw15856
05b6d799f0
Three more learnings from alirezarezvani/claude-skills, applied: 1. SkillCheck validator (scripts/skillcheck.mjs) — validates every SKILL.md against the authoring standard (frontmatter, name/folder match, trigger + produces clauses, required headings) plus tier referential integrity. Errors fail CI; --strict fails on warnings too. New skillcheck.yml workflow and a SkillCheck status badge in the README. Current: 0 errors / 14 advisory warnings across 172 skills. 2. Cursor export platform — build-exports.mjs now generates exports/cursor/<bundle>/<skill>/<skill>.mdc rule files. The PLATFORMS registry now supports per-skill filenames (file as a function). 3. Per-agent installers — scripts/install.sh unifies install for claude/hermes/codex/openclaw/cursor (--link, --target, --dry-run, --list). Curl-able one-liners codex-install.sh, openclaw-install.sh, and cursor-install.sh clone the library and install in a single command. README documents the one-line installs and Cursor exports; CHANGELOG and the authoring standard updated. Claude-Session: https://claude.ai/code/session_016JWn5jRD5tcEFKrubjQ6Px Co-authored-by: Claude <noreply@anthropic.com>
96 lines
4.2 KiB
Plaintext
96 lines
4.2 KiB
Plaintext
---
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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."
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globs:
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alwaysApply: false
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---
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# OKR Builder Skill
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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.
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## OKR Fundamentals
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**Objective:** Qualitative, inspiring, time-bound. Answers "where are we going?"
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**Key Result:** Quantitative, specific, measurable. Answers "how will we know we've arrived?"
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### The Test for a Good KR
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- Can it be scored 0.0–1.0 at the end of the period?
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- Does it measure outcome, not output? ("Revenue from new customers increased by 30%" not "Launch 3 features")
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- Is it ambitious but achievable? (Aim for 70% attainment as the gold standard)
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- Is it within the team's control?
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## Common OKR Anti-Patterns to Flag and Fix
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| Anti-Pattern | Example | Better Version |
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|---|---|---|
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| Task masquerading as KR | "Launch onboarding redesign" | "New user activation rate increases from 42% to 65%" |
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| Vanity metric | "Get 10,000 app downloads" | "30-day retention for new users reaches 40%" |
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| Binary KR | "Ship API v2" | "API v2 adopted by 80% of active integrations" |
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| Too many KRs | 6+ per objective | Max 3–4 KRs per objective |
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| No baseline | "Improve NPS" | "NPS increases from 32 to 50" |
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Always flag anti-patterns and offer a rewrite.
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## Output Format
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### [Quarter] OKRs — [Team/Product Area]
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---
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**Objective 1: [Inspiring, qualitative statement]**
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*Why this matters:* [1–2 sentence strategic context]
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| # | Key Result | Baseline | Target | Measurement Method |
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|---|---|---|---|---|
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| KR1 | [Measurable outcome] | [Current state] | [Target] | [How measured] |
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| KR2 | [Measurable outcome] | [Current state] | [Target] | [How measured] |
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| KR3 | [Measurable outcome] | [Current state] | [Target] | [How measured] |
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*Owner:* [Name/Role]
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*Check-in cadence:* Weekly
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---
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Repeat for each objective. Recommend 2–4 objectives per team per quarter.
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## Scoring Guide to Include
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At quarter end, score each KR:
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- 0.7–1.0 = Excellent (0.7 is the "sweet spot" — if all KRs score 1.0, they weren't ambitious enough)
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- 0.4–0.6 = Made progress but missed
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- 0.0–0.3 = Missed — needs retrospective discussion
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## Required Inputs
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Ask the user for these if not provided:
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- **Team or individual** the OKRs are for
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- **Quarter and year**
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- **Company or product North Star metric** (OKRs should connect to this)
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- **Top 3 priorities or goals for this quarter** (rough notes are fine)
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- **Any existing OKRs to review or improve** (optional)
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## Guidelines
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- Always ask for the company-level or product-level North Star metric before writing OKRs
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- Recommend no more than 3 objectives per team per quarter
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- If user provides output-based goals, always reframe as outcomes
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- Include a "health check" section flagging which KRs have no current baseline data
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- Remind user: OKRs are not performance reviews — they should be ambitious enough that missing them is okay
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## Quality Checks
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- [ ] Each KR is measurable with a baseline and target
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- [ ] No output-based KRs (no "launch X" or "complete Y")
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- [ ] Maximum 4 KRs per objective
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- [ ] OKRs connect to the company or product North Star
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- [ ] Ambitious enough that 0.7 attainment is the expected score
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## Anti-Patterns
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- [ ] Do not accept output-based key results — any KR phrased as "launch X" or "complete Y" must be rewritten as an outcome with a baseline and target
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- [ ] Do not write OKRs without asking for the company or product North Star — OKRs disconnected from the strategic context are just a goal-setting exercise
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- [ ] Do not write more than 4 KRs per objective — too many KRs dilute focus and make scoring ambiguous at quarter end
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- [ ] Do not use binary KRs (ship/don't ship) — every KR must be scorable on a 0.0–1.0 scale based on degree of achievement
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- [ ] Do not skip the health check section on baselines — OKRs without current baselines cannot be scored objectively at quarter end
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