pm-claude-skills/okr-builder/SKILL.md

name, description

name	description
okr-builder	Creates 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. Triggers on "OKR", "objective and key results", "quarterly goals", "north star metric".

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

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