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

1. 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.
2. 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).
3. 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.
4. 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.
5. Write a 5-level scoring rubric (0.0, 0.3, 0.5, 0.7, 1.0) for every key result, with KR-specific descriptions.
6. List initiatives separately from key results. Initiatives are the activities ("how"); key results are the measured outcomes ("what"). Never conflate them.
7. Document dependencies and risks. Assign a single owner role to every objective and key result.
8. Define the tracking cadence (weekly check-in, monthly scoring, quarterly retrospective) and include all three templates plus the appendix from references/best-practices.md.
9. 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.