Okr Generator

OKR Generator

Generate a comprehensive, actionable okr-plan.md from user inputs, applying the Google/Intel OKR framework.

Contents

• references/methodology.md -- Core OKR principles (non-negotiable rules to apply).
• references/inputs.md -- The four required inputs plus optional context.
• references/output-template.md -- Exact structure of the generated okr-plan.md.
• references/best-practices.md -- Appendix content (common mistakes, OKR cycle, grading by KR type, reading list).

Workflow

• Read references/inputs.md. Collect the four required inputs: company goals, team function, quarter/period, current metrics/baseline. If any are missing, ask for them. Never fabricate baselines.
• Read references/methodology.md and apply every core principle. Objectives are qualitative and inspirational (no numbers); key results are quantitative and measurable (always a number).
• Design 3-5 objectives. Attach 3-4 key results to each. Mark each as Committed or Aspirational, targeting roughly 60-70% committed and 30-40% aspirational across the plan.
• Map every objective to at least one company goal. Build both the alignment table and the cascade diagram. Drop any objective that does not ladder up.
• Write a 5-level scoring rubric (0.0, 0.3, 0.5, 0.7, 1.0) for every key result, with KR-specific descriptions.
• List initiatives separately from key results. Initiatives are the activities ("how"); key results are the measured outcomes ("what"). Never conflate them.
• Document dependencies and risks. Assign a single owner role to every objective and key result.
• Define the tracking cadence (weekly check-in, monthly scoring, quarterly retrospective) and include all three templates plus the appendix from references/best-practices.md.
• Generate the full document per references/output-template.md as okr-plan.md in the working directory (or a user-specified path). Produce at least 400 substantive lines, no filler.

10. Summarize the plan: objective count and committed/aspirational split, the most ambitious key result, key dependencies/risks, and the recommended first action.

Generation Rules

• Validate inputs before generating; base all targets on the provided baselines (committed: ~10-30% improvement; aspirational: ~50-100%+ or breakthrough).
• Objectives qualitative, key results quantitative. Rewrite any KR lacking a number.
• Every objective maps to a company goal; every KR has a single owner and a scoring rubric.
• Never connect OKR scores to compensation, promotion, or performance reviews. Include the decoupling reminder in the scoring guide.
• Include all templates in full (weekly, monthly, quarterly). Do not abbreviate.

Edge Cases

• Multiple teams: Generate one plan per team in its own file (e.g., okr-plan-engineering.md, okr-plan-marketing.md).
• Company-level OKRs: Remove team-to-company alignment; show department-level cascade instead.
• Mid-quarter adjustment: Preserve original OKRs, mark adjusted ones with [ADJUSTED], and include rationale per change.
• Previous-quarter scores provided: Calibrate ambition -- if the team scored 1.0 on everything, push harder; if below 0.4, investigate whether the cause was execution or target-setting.