About okrs
An OKR skill for teams and organizations that need to focus priorities and track outcomes. It frames quarterly objectives with measurable key results, supported by weekly check-ins and quarterly retrospectives.
Key features
- 01Set a focused quarterly objective
- 02Define measurable key results
- 03Shift tracking from activity to outcomes
- 04Use weekly check-ins
- 05Review progress in quarterly retrospectives
Use cases
- 01Align a team around quarterly priorities
- 02Track progress through measurable outcomes
- 03Create regular learning and accountability cycles
Install
Copy the command and run it in a terminal.
npx skills add https:/After installing, type/okrsin Claude Code to confirm it loaded.
Details
From the project READMEDomain Context
This skill implements a proven product management framework. The approach combines best practices from industry leaders and is designed for practical application in day-to-day PM work.
Input Requirements
- Context about your product, feature, or problem
- Relevant data, research, or constraints (recommended but optional)
- Clear articulation of what you're trying to achieve
OKRs (Objectives and Key Results)
What It Is
OKRs are a goal-setting framework that creates focus, alignment, and a learning cycle for teams and organizations. The core insight: set one ambitious objective per quarter with 2-3 measurable key results, then check in weekly to maintain focus.
The key shift: Move from tracking activities ("What are we doing?") to tracking outcomes ("What progress are we making toward our goals?").
OKRs are a vitamin, not a medicine. They supercharge companies that already have their fundamentals in place (strategy, empowered teams, psychological safety). They won't fix broken organizations - they'll just reveal what's broken.
When to Use It
Use OKRs when you need to:
- Focus the team on the single most important thing for the quarter
- Align the organization so everyone knows what matters most
- Create accountability with measurable outcomes (not just activities)
- Build a learning cycle through weekly check-ins and quarterly retrospectives
- Scale leadership so founders/executives don't need to micromanage
- Accelerate progress by avoiding the "peanut butter" problem of spreading effort too thin
When Not to Use It
- You don't have a clear strategy (OKRs reveal missing strategy, they don't replace it)
- Your company lacks psychological safety
- You want to track ALL the work (OKRs are for priorities, not comprehensive task lists)
- Teams aren't empowered to decide HOW to achieve outcomes
Resources
Books:
- Radical Focus (2nd Edition) by Christina Wodtke
- Measure What Matters by John Doerr
- High Output Management by Andy Grove