codexkit-okr-writer

name: codexkit-okr-writer description: Write and cascade OKRs (Objectives and Key Results) for company, department, team, or project level. Ensure objectives are inspiring and key results are measurable outcomes. Includes weekly check-in template. Use at the start of each quarter or when aligning strategy to execution. Do not use for KPI performance reviews or daily task tracking. version: 1.0.0 category: scaffolding

OKR Writer

Purpose

Create well-structured OKRs that connect strategic ambition to measurable outcomes, with proper cascade from company level down to team or project level.

When to use

• quarterly or annual OKR setting cycles
• aligning a new project to company strategy
• when OKRs are vague, activity-based, or poorly measurable
• creating a check-in cadence for tracking OKR progress

When not to use

• KPI dashboards or operational metrics tracking
• individual performance reviews or compensation decisions
• daily or weekly task management

Inputs

• organizational level (company / department / team / project)
• strategic context or parent OKR to cascade from
• time horizon (quarter, half-year, or annual)
• current baseline metrics for proposed key results
• known constraints or dependencies

Procedure

1. Draft Objective — must be:
   • Inspiring and qualitative (no numbers in the objective)
   • Achievable within the time horizon
   • Within the team's sphere of influence
   • Example: "Become the most trusted partner for enterprise clients"
2. Write 3–5 Key Results per Objective — each must be:
   • Measurable with a specific number
   • Outcome-based, not activity-based
   • Ambitious: 70% achievement = success
   • Template: "Increase/Reduce [metric] from [baseline] to [target] by [date]"
3. Validate quality — reject common anti-patterns:
   • ❌ Activity KR: "Launch 3 features" → ✅ Outcome KR: "Increase feature adoption to 40%"
   • ❌ Binary KR: "Complete migration" → ✅ Measurable KR: "Migrate 95% of accounts by Q2"
4. Cascade alignment — map each team OKR to its parent department/company OKR.
5. Create check-in template for weekly or bi-weekly tracking:
   • Confidence score (0–10, where 7 = on track)
   • Current value vs target
   • Blockers and help needed
6. Set scoring method — at quarter-end:
   • 0.0–0.3: Failed to make progress
   • 0.4–0.6: Made progress but fell short
   • 0.7–1.0: Delivered (0.7 is the sweet spot for stretch OKRs)

Output

• complete OKR set (1–3 Objectives, each with 3–5 Key Results)
• cascade alignment map to parent OKRs
• baseline metrics and measurement plan
• weekly check-in template
• quarter-end scoring rubric

Definition of done

• every Objective is qualitative and inspiring
• every Key Result has a numeric target with baseline
• no Key Result is activity-based
• cascade to parent OKR is documented
• check-in cadence is defined

Examples

• "Write Q2 OKRs for the product team that align to the company goal of market expansion."
• "Our team OKRs feel like a task list — help us rewrite them as outcome-based KRs."
• "Create a weekly OKR check-in template for a 12-person engineering team."

Quality Criteria

• All placeholder sections are filled with domain-specific content
• Structure follows the relevant industry standard or framework
• Language matches target audience (technical / executive / legal)
• Output is ready for review — not a rough draft requiring major rework

Verification (4C)

Edge Cases

• No existing template for this type — Use the closest available template and document all customizations made.
• Stakeholder requirements conflict — Flag conflicts explicitly in the draft. Do not silently choose one requirement over another.
• Output required in multiple formats — Produce the canonical format first, then derive others. Note any formatting limitations.

Changelog

• v1.0.0 — Initial release