playbooks

home / skills / menkesu / awesome-pm-skills / okr-frameworks

okr-frameworks skill

/okr-frameworks

This skill helps you craft effective OKRs using Christina Wodtke and Google methodologies to align teams, measure progress, and drive quarterly outcomes.

npx playbooks add skill menkesu/awesome-pm-skills --skill okr-frameworks

Review the files below or copy the command above to add this skill to your agents.

Files (1)
SKILL.md
2.2 KB
---
name: okr-frameworks
description: Writes effective OKRs using Christina Wodtke's best practices and Google's OKR methodology. Use when setting goals, aligning teams, creating measurement frameworks, or tracking quarterly progress.
---

# OKR & Goal Setting

## When This Skill Activates

Claude uses this skill when:
- Writing quarterly OKRs
- Aligning team goals
- Creating measurement frameworks
- Tracking progress

## Core Frameworks

### 1. OKR Structure

**Formula:**
```
Objective (inspiring, qualitative)
├─ Key Result 1 (measurable)
├─ Key Result 2 (measurable)
└─ Key Result 3 (measurable)
```

**Good OKR:**
```markdown
Objective: Become the fastest onboarding in our category

Key Results:
- Time to first value < 5 minutes (currently 15)
- Activation rate > 70% (currently 45%)
- Onboarding NPS > 50 (currently 20)
```

### 2. OKR Quality Checks

**Good Objective:**
- [ ] Inspiring
- [ ] Qualitative
- [ ] Time-bound
- [ ] Ambitious

**Good Key Results:**
- [ ] Measurable (specific number)
- [ ] Outcome-based (not activities)
- [ ] Achievable but ambitious (60-70% confidence)
- [ ] Clear finish line

---

## Action Templates

### Template: Quarterly OKRs

```markdown
# Q[X] [Year] OKRs: [Team]

## Objective 1: [Inspiring goal]

**Key Results:**
1. [Measurable outcome] from [current] to [target]
2. [Measurable outcome] from [current] to [target]
3. [Measurable outcome] from [current] to [target]

**Why this matters:**
[Connection to company goals]

## Objective 2: [Inspiring goal]

**Key Results:**
1. [Measurable outcome]
2. [Measurable outcome]
3. [Measurable outcome]

## Weekly Check-In Format
- Current state: [X]% toward goal
- Blockers: [list]
- Help needed: [list]
```

---

## Quick Reference

### 🎯 OKR Checklist

**Write OKRs:**
- [ ] Objective is inspiring
- [ ] 3-5 Key Results per Objective
- [ ] KRs are measurable outcomes
- [ ] Achievable but ambitious (60-70%)

**Execute:**
- [ ] Weekly check-ins
- [ ] Track progress
- [ ] Adjust as needed
- [ ] End-of-quarter review

---

## Key Quotes

**Christina Wodtke:**
> "OKRs are not a project management tool. They're an alignment and focus tool."

**Google:**
> "If you're hitting 100% of your OKRs, you're not being ambitious enough."

Overview

This skill writes effective OKRs using Christina Wodtke's best practices and Google's OKR methodology. It helps product and cross-functional teams craft inspiring objectives and measurable key results. Use it to set quarterly goals, align teams, and build clear measurement frameworks.

How this skill works

The skill generates objectives that are qualitative and motivating, then produces 3–5 measurable, outcome-focused key results per objective. It runs OKR quality checks for inspiration, time-boundedness, and ambition, and formats quarterly OKR templates and weekly check-in prompts. It also enforces measurable targets with clear baselines and finish lines.

When to use it

  • Setting quarterly team or company objectives
  • Aligning multiple teams around shared outcomes
  • Creating measurement frameworks for product initiatives
  • Converting projects or initiatives into outcome-based KRs
  • Running weekly check-ins and end-of-quarter reviews

Best practices

  • Write objectives that inspire and are time-bound, not task lists
  • Limit to 3–5 KRs per objective and keep KRs outcome-focused, numeric, and specific
  • Aim for ambitious but realistic targets (roughly 60–70% confidence)
  • Prefer outcome metrics (activation, retention, revenue) over output metrics (tasks completed)
  • Hold weekly check-ins: current state, blockers, and help needed

Example use cases

  • Product team: define OKRs to improve onboarding speed and activation rates
  • Growth team: set measurable KRs for acquisition and conversion lifts
  • Engineering & design: align on delivery with outcome-based KRs rather than feature lists
  • Leadership: cascade company objectives into team-level OKRs for transparency
  • PMs: convert roadmap initiatives into measurable quarterly goals and create check-in cadence

FAQ

How many key results should each objective have?

Aim for 3–5 KRs per objective to keep focus and clarity.

How ambitious should OKRs be?

Set targets that are ambitious but achievable—roughly a 60–70% chance of success; hitting 100% regularly suggests they are too safe.