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/okrs-from-strategy
Skill

OKRs from Strategy

Convierte una estrategia anual en OKRs trimestrales: 3-5 objetivos, 3 KRs medibles cada uno.

SKILL.md
---
name: okrs-from-strategy
description: Translate a written annual strategy into quarterly Objectives and Key Results. Each Objective is qualitative and ambitious; each Key Result is quantitative and verifiable. Limit to 3-5 Objectives per quarter, 3 KRs each. Reject vanity metrics. Pairs with Andy Grove's HPM and the Doerr/Wodtke OKR practice.
---

OKRs from Strategy

OKRs done right are not "goal lists" — they're a forcing function to translate vague strategy into something a team can execute and stakeholders can measure.

When to use this skill

  • Start of a quarter, after a board offsite or strategy doc.
  • When a team is "busy but not aligned" — usually a symptom of missing OKRs.
  • Re-aligning after a pivot.

The rules

  1. Objective: qualitative, ambitious, time-bound, memorable. "Make the onboarding world-class" — not "Increase activation rate to 60%".
  2. Key Result: quantitative, verifiable, deadline-bound. "Activation rate from 38% to 55% by end Q2" — not "improve activation".
  3. 3-5 Objectives per quarter, 3 KRs each. More than that = no priority.
  4. 70% achievement is success. If you hit 100%, the targets were too soft.
  5. No vanity metrics as KRs. Page views ≠ a KR. Sign-ups without activation ≠ a KR.

Process

  1. Read the strategy doc.
  2. Extract the 3-5 most important bets for this quarter.
  3. For each bet, write one Objective in user/customer language ("we will…").
  4. For each Objective, ask: "What 3 numbers would be true if we won?"
  5. Each number = one Key Result. Include start value, target value, deadline.
  6. Verify: every KR has an owner, a tracking source, and a check-in cadence.
  7. Verify: cutting any KR doesn't change whether we'd say the Objective was a win.

Output format

# Q{N} {YEAR} OKRs · {Team}

## O1 — {qualitative objective}
{1-sentence why}

KR1 — {metric} from {start} to {target} by {date} · owner: {name}
KR2 — {metric} from {start} to {target} by {date} · owner: {name}
KR3 — {metric} from {start} to {target} by {date} · owner: {name}

## O2 — ...
...

## Out of scope this quarter
- {explicit list of important-but-not-this-quarter}

Anti-patterns to reject

  • "Improve X" without target → not a KR.
  • "Launch Y" without metric → that's a project, not a KR. (KR could be "Y delivers $50K ARR within 30 days of launch".)
  • 7+ KRs per Objective → priority diluted.
  • KR-as-task ("Hire a CRO"). Hiring is the input. The KR is the outcome the hire enables.
  • Top-down OKRs the team didn't shape → no commitment.

Cadence

  • Weekly: each owner posts a 1-line progress note.
  • Monthly: full review, recolor red/yellow/green.
  • End of quarter: write the post-mortem before writing the next quarter's OKRs.

Constraints

  • Output in the user's language.
  • Don't invent metrics — flag missing data instead.
  • If the strategy doc is too vague to derive OKRs, return early and ask the 3 sharpest questions needed.