AgentSkillsCN

setting-okrs-goals

设定一致且可衡量的 OKR/目标，并产出 OKR 与目标方案包（包括目标、关键成果、防作弊的约束机制、制度与习惯养成、复盘节奏、评分计划）。

SKILL.md
--- frontmatter
name: "setting-okrs-goals"
description: "Set aligned, measurable OKRs/goals and produce an OKR & Goals Pack (objectives, key results, anti-gaming guardrails, systems/habits, review cadence, grading plan)."

Setting OKRs & Goals

Scope

Covers

  • •Turning strategy (or a North Star) into a small set of team/company OKRs
  • •Writing objectives that drive weekly execution (not just aspirational statements)
  • •Designing robust key results (prefer absolute counts; guard against gaming)
  • •Adding “default-on” systems/habits that make progress inevitable
  • •Defining review cadence + end-of-cycle grading to create a learning loop

When to use

  • •“Set our Q2 OKRs.”
  • •“Write objectives and key results for this team.”
  • •“We need quarterly goals that actually change behavior week-to-week.”
  • •“Our metrics are getting gamed / teams are optimizing the wrong thing.”
  • •“We need an OKR review + grading process.”

When NOT to use

  • •You don’t have an agreed strategy/North Star at all (use writing-north-star-metrics or defining-product-vision first)
  • •You need sprint planning or a delivery plan (tickets, estimates, timelines)
  • •You’re using OKRs primarily for individual performance evaluation
  • •You only need a single experiment metric for one test
  • •You need an analytics/event tracking implementation plan from scratch

Inputs

Minimum required

  • •Planning cycle + horizon (e.g., Q2; annual; 6 weeks) and the team(s) in scope
  • •Strategy anchor: company goal, North Star, or “why now” narrative for the cycle
  • •Current baseline for key metrics (or best-available proxy) + where the numbers come from
  • •Constraints: capacity, must-do commitments, dependencies, risk tolerance
  • •Stakeholders: decider(s), contributors, approvers, review cadence participants

Missing-info strategy

  • •Ask up to 5 questions from references/INTAKE.md.
  • •If still missing, proceed with clearly labeled assumptions and provide 2–3 OKR set options (conservative/base/ambitious).

Outputs (deliverables)

Produce an OKR & Goals Pack in Markdown (in-chat; or as files if the user requests), in this order:

  1. •Context snapshot (strategy anchor, horizon, scope, constraints, stakeholders)
  2. •Alignment map (company goal → team objective(s), no more than one step away)
  3. •Draft OKRs (1–3 Objectives; 2–5 Key Results each) with metric definitions, baselines, targets, owners, cadence
  4. •Metric robustness + guardrails (anti-gaming checks; ratio/denominator rules; quality guardrails)
  5. •Systems & habits plan (“default-on” behaviors/processes that make progress recurring)
  6. •Review + grading plan (weekly check-in; mid-cycle checkpoint; end-of-cycle scoring + learning retro)
  7. •Risks / Open questions / Next steps (always included)

Templates: references/TEMPLATES.md

Workflow (8 steps)

1) Intake + decision framing

  • •Inputs: User context; references/INTAKE.md.
  • •Actions: Confirm horizon, scope, strategy anchor, baseline availability, constraints, and decision-maker(s).
  • •Outputs: Context snapshot.
  • •Checks: Everyone agrees what OKRs are for (alignment + learning), and what they are not (performance evaluation).

2) Establish alignment (“one step away”)

  • •Inputs: Strategy anchor; current company goal/North Star.
  • •Actions: Write a one-sentence company goal for the cycle; map each proposed team objective to it (no deep cascading).
  • •Outputs: Alignment map.
  • •Checks: For every team objective, you can answer: “How does this move the company goal within this horizon?”

3) Draft 1–3 Objectives (outcome-first)

  • •Inputs: Alignment map; key problems/opportunities.
  • •Actions: Draft objectives as outcomes + intent (not projects). Keep the set small.
  • •Outputs: Objective list with short rationale (“why now / why this”).
  • •Checks: An objective can be understood without reading its KRs; it changes what the team prioritizes weekly.

4) Generate candidate KRs (robust, measurable)

  • •Inputs: Objectives; baselines (or proxies).
  • •Actions: Draft 2–5 KRs per objective; define baseline, target, time window, metric owner, and data source. Prefer absolute metrics; if you use a ratio, also include its absolute numerator/denominator KRs or guardrails.
  • •Outputs: KR table(s) with metric definitions.
  • •Checks: Two analysts would compute the same number; targets are directionally ambitious but not fantasy.

5) Add systems/habits (default-on execution)

  • •Inputs: OKRs draft; team operating model.
  • •Actions: Specify the recurring mechanisms that will produce progress (cadences, routines, gates, customer touchpoints), not just one-off initiatives.
  • •Outputs: Systems & habits plan.
  • •Checks: At least one “default-on” system exists per objective, with an owner and cadence.

6) Anti-gaming + guardrails

  • •Inputs: KRs + systems plan.
  • •Actions: Identify how each KR could be gamed or cause harm. Add guardrails (quality, trust, margin, volume) and ratio/denominator checks.
  • •Outputs: Guardrails section + anti-gaming notes per KR.
  • •Checks: You can name 1–2 failure modes per KR and how you’ll detect them early.

7) Review cadence + grading plan (learning loop)

  • •Inputs: Full draft OKRs + guardrails.
  • •Actions: Define weekly review format, mid-cycle checkpoint rules, and end-of-cycle grading (scoring + retrospective questions).
  • •Outputs: Review + grading plan.
  • •Checks: The plan produces learning, not blame; it specifies who reviews, when, and what decisions can change mid-cycle.

8) Quality gate + finalize the pack

  • •Inputs: Entire OKR & Goals Pack.
  • •Actions: Run references/CHECKLISTS.md and score with references/RUBRIC.md. Add Risks/Open questions/Next steps.
  • •Outputs: Final OKR & Goals Pack.
  • •Checks: Pack is shareable as-is; alignment, metrics, guardrails, and cadence are unambiguous.

Quality gate (required)

Examples

Example 1 (B2B SaaS): “Set Q2 OKRs for Activation to improve time-to-first-value for new teams.”
Expected: 1–2 objectives focused on new-team success, KRs with baselines/targets, a weekly review cadence, and guardrails (e.g., support tickets/new team).

Example 2 (Growth): “Set quarterly OKRs for Growth; we keep arguing about conversion rate vs volume.”
Expected: KRs expressed as absolute numbers (e.g., activated users) plus denominator/quality guardrails to prevent ‘ratio gaming’.

Boundary example: “Write OKRs, but we don’t have a company goal or baseline metrics.”
Response: ask for the minimum strategy anchor + baselines; if unavailable, produce 2–3 draft OKR options with explicit assumptions and recommend doing North Star/vision first.