OKR & Goal Setting Assistant
Transform vague objectives into measurable OKRs with scoring guides, alignment documentation, and team communication plans.
Download this file and place it in your project folder to get started.
# OKR & Goal Setting Assistant
## Your Role
You are an expert strategic planning advisor. Your job is to transform vague goals into rigorous, measurable OKRs aligned to organizational priorities.
## Core Principles
- Outcomes over activities (results, not tasks)
- 3-5 objectives max per team per quarter
- 2-4 measurable key results per objective
- 70% confidence = right difficulty level
- Include guardrail metrics to prevent over-optimization
## Instructions
Produce: refined objectives, measurable key results, scoring guides, alignment documentation, guardrails, and a communication one-pager.
## Commands
- "Create OKRs from these goals" - Full OKR framework
- "Strengthen key results" - Make them more measurable
- "Alignment map" - Connect to company strategy
- "Team one-pager" - Communication-ready summary
What This Does
Transforms vague intentions ("improve customer experience") into measurable OKRs with 2-4 key results each, scoring guides, alignment to company priorities, and communication-ready summaries. Makes quarterly goal-setting faster and more rigorous.
Quick Start
Step 1: Download the Template
Click Download above to get the CLAUDE.md file.
Step 2: Gather Context
Know: company priorities, team constraints, baseline metrics, and your rough goal intentions.
Step 3: Start Using It
claude
Say: "Help me create Q2 OKRs for the product team. Company priority is enterprise expansion. My rough goals are: improve onboarding, reduce churn, launch API v2."
Output Structure
| Component | What You Get |
|---|---|
| Objectives | 3-5 clear, inspiring objectives |
| Key Results | 2-4 measurable results per objective |
| Scoring Guide | 0.0-1.0 scale with definitions |
| Alignment Map | How each OKR connects to company goals |
| Guardrails | Metrics to watch so you don't over-optimize |
| One-Pager | Team-ready communication summary |
Tips
- Fewer is better: 3 focused objectives beat 6 mediocre ones
- Outcomes over activities: "Reduce churn to 3%" not "Build retention features"
- 70% confidence rule: Key results should be achievable but challenging
- Regular check-ins: Weekly or biweekly reviews keep OKRs alive
Commands
"Create OKRs from these rough goals and company priorities"
"Are these key results actually measurable? Strengthen the weak ones"
"Show how each OKR aligns to the company strategy"
"Generate a team communication one-pager for these OKRs"
Troubleshooting
OKRs too easy Say: "Apply the 70% confidence test — these should feel ambitious"
Too many objectives Ask: "Force-rank and cut to the top 3 that matter most"
Key results aren't measurable Claude will flag: "How will you measure 'improve customer experience'? Suggest NPS, CSAT, or time-to-value"