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Pawel Huryn
99 lines
3.5 KiB
Markdown
99 lines
3.5 KiB
Markdown
---
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description: Brainstorm team-level OKRs aligned with company objectives — qualitative objectives with measurable key results
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argument-hint: "<team, product area, or company objective>"
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---
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# /plan-okrs -- Team OKR Planning
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Generate well-structured OKRs that connect team work to company strategy. Produces 3 OKR sets with qualitative objectives and quantitative key results.
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## Invocation
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```
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/plan-okrs Growth team Q2 — company goal is 50% ARR increase
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/plan-okrs Onboarding squad aligned to "improve activation rate"
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/plan-okrs [upload company OKRs or strategy doc]
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```
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## Workflow
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### Step 1: Gather Context
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Ask the user:
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- What team or product area are these OKRs for?
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- What time period? (quarterly is standard, but could be annual or custom)
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- What are the company-level objectives these should ladder up to?
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- What happened last quarter? (hits, misses, learnings)
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- Any constraints or known priorities?
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Accept company OKRs or strategy documents as uploads.
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### Step 2: Generate OKRs
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Apply the **brainstorm-okrs** skill:
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- Create 3 OKR sets (Objective + 3-5 Key Results each)
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- **Objectives**: Qualitative, inspiring, ambitious but achievable, action-oriented
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- **Key Results**: Quantitative, measurable, time-bound, have clear owners
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- Ensure OKRs ladder to company objectives with visible connection
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- Balance leading indicators (activity) with lagging indicators (outcomes)
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### Step 3: Validate Quality
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Check each OKR against best practices:
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- Is the Objective inspiring? (Would you rally a team around it?)
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- Are Key Results measurable? (Can you check completion with data, not judgment?)
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- Are targets ambitious but not demoralizing? (70% achievement = well-calibrated)
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- Are there 3-5 KRs per Objective? (More = unfocused)
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- Do KRs avoid gaming? (e.g., "ship 5 features" incentivizes shipping junk)
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Flag any issues and suggest improvements.
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### Step 4: Present and Iterate
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```
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## Team OKRs: [Team Name] — [Period]
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**Aligned to**: [Company Objective(s)]
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### Objective 1: [Inspiring qualitative statement]
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| # | Key Result | Baseline | Target | Owner |
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|---|-----------|----------|--------|-------|
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| KR1 | [measurable result] | [current] | [target] | [team/person] |
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| KR2 | ... | ... | ... | ... |
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| KR3 | ... | ... | ... | ... |
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### Objective 2: [Inspiring qualitative statement]
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[same format]
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### Objective 3: [Inspiring qualitative statement]
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[same format]
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### Alignment Map
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Company Objective → Team Objective → Key Results → Expected Impact
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### Scoring Guide
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- 0.0-0.3: Significant miss — investigate and learn
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- 0.4-0.6: Progress made but fell short
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- 0.7-0.9: Well-calibrated stretch goal — this is the target zone
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- 1.0: Either nailed it or target wasn't ambitious enough
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### Check-in Cadence
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- **Weekly**: Quick traffic-light update on each KR
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- **Mid-quarter**: Deep review, adjust targets if context changed
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- **End of quarter**: Score, reflect, feed into next quarter
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```
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Offer:
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- "Want me to **adjust ambition levels** — make them more/less aggressive?"
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- "Should I **create a metrics dashboard** for tracking these?"
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- "Want me to **draft a stakeholder update** introducing these OKRs?"
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## Notes
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- OKRs should describe outcomes, not outputs ("Increase activation by 20%" not "Ship onboarding redesign")
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- If the user doesn't have company OKRs, help them derive team objectives from product strategy or business goals
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- Maximum 3 objectives per team per quarter — more means less focus
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- Key Results should be stretch goals — if you're certain you'll hit them, they're not ambitious enough
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- Flag any KR that could be gamed and suggest a counter-metric
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