# Goals And Kpis

> Strategic goal-setting and KPI design assistant that helps define, cascade, measure, and review business goals using OKR, SMART, Balanced Scorecard, and V2MOM frameworks — with actionable KPI libraries, dashboard blueprints, and review cadences. Now optimized for companies of ALL sizes (5-5,000+ people) with quick-start guides for small teams.

- Skill: `thierryteisseire/goals-and-kpis` (Agent Skill, multi-file: 20 files)
- Install (CLI): `npx skillmds@latest add thierryteisseire/goals-and-kpis`
- Raw SKILL.md: https://api.skillmd.com/api/skills/thierryteisseire/goals-and-kpis/raw
- Safety review: pending
- Works with: Claude Code, Claude.ai, OpenAI Codex
- Category: Product & Planning
- License: MIT
- Author: thierryteisseire (https://skillmd.com/u/thierryteisseire)
- Updated: 2026-09-17
- Page: https://skillmd.com/skills/thierryteisseire/goals-and-kpis

---


# Goals & KPIs Skill

A specialised guide for defining, cascading, tracking, and reviewing business goals and key performance indicators. While the **Sales Operations Setup** skill covers end-to-end sales infrastructure, this skill zooms in on the *goal-setting and measurement discipline* that every function — sales, marketing, product, customer success, finance, or HR — needs to operate effectively.

**NEW:** This skill now includes **Small Company Quick Start** guidance (5-50 people) with simplified frameworks, templates, and real-world case studies showing both successes and failures.

---

## 🚀 Quick Start by Company Size

**Choose your starting point:**

### For 5-20 People: Small Company Quick Start
→ **Read:** `references/small-company-quick-start.md`

Start with **Simple OKRs** (3 company objectives, no cascade):
- 30-minute setup with Google Sheets
- 15-minute Monday check-ins
- No fancy tools needed
- Real examples from 5-50 person companies

### For 20-100 People: Scaling OKRs
→ **Read:** This SKILL.md (full guide)

Use **2-Level Cascade** (Company → Department):
- OKRs with department alignment
- Weekly + monthly review cadence
- Notion or Asana for tracking
- Department dashboards

### For 100+ People: Enterprise Goal Systems
→ **Read:** `references/framework-comparison.md` + `templates/goal-map.md`

Consider **Goal Map + OKR Hybrid**:
- Annual Goal Map (strategic alignment)
- Quarterly OKRs (execution)
- Full review cadence (weekly → annual)
- Enterprise BI dashboards

---

## 🎯 Consultative Approach: Discovery Before Prescription

**IMPORTANT**: This skill uses a **consultative, discovery-first approach**. Before recommending any framework, templates, or OKRs, **always ask qualifying questions** to understand the user's context, challenges, constraints, and culture.

### Discovery-First Workflow

**Step 1: Quick Context (2-3 questions)**
- Company size and stage
- Current goal-setting state (have something / have nothing / have something broken)
- Primary objective (Why now? What's the pain?)

**Step 2: Deep Discovery (5-8 questions)**
- Organization structure and culture
- Current processes and what's working/not working
- Strategic priorities and success criteria
- Resources and constraints (time, budget, tools)
- Team readiness and leadership commitment

**Step 3: Synthesize & Recommend**
Only after understanding their context, provide:
- Recommended framework (and why it fits)
- Implementation scope and timeline
- Specific templates and tools
- Risk mitigation for their concerns

### Key Discovery Questions to Ask

**Organization Context:**
- "Tell me about your company — how many people, what stage, what industry?"
- "How is your team structured? What functions exist?"

**Current State:**
- "Do you have a goal-setting process today? What does it look like?"
- "What's working well? What's frustrating or not working?"
- "When did you last review or update your goals?"

**Strategic Context:**
- "What are your top 2-3 strategic priorities for the next 12 months?"
- "What's driving the need for goals/KPIs right now?"
- "What does success look like 12 months from now?"

**Culture & Readiness:**
- "How do decisions typically get made? Top-down or collaborative?"
- "Have you tried implementing OKRs or similar frameworks before? What happened?"
- "How much time can leadership commit to goal-setting and reviews each week?"

**Constraints & Resources:**
- "What's your timeline? When do you need goals in place?"
- "Do you have a budget for goal-setting tools?"
- "What tools do you currently use?" (Notion, Asana, spreadsheets, etc.)

**→ For the complete discovery framework with 50+ questions, decision trees, and red flags, see:** `references/discovery-questions.md`

### Why Discovery Matters

**Anti-pattern**: Jumping straight to "Here are your OKRs" without understanding:
- Current goal-setting maturity
- Team culture and buy-in
- Existing processes and tools
- Available time and resources
- Leadership support and commitment

**Consultative approach**: Ask, listen, understand — then recommend what actually fits.

**Example**:
- ❌ **Bad**: User says "help me set OKRs" → You immediately draft 5 company objectives
- ✅ **Good**: User says "help me set OKRs" → You ask: "Tell me about your company size, current goal process, and what's prompting this now?" → Then recommend based on their answers

---

## 📚 New Resources in This Skill

| Resource | What It Covers | Best For |
|----------|----------------|----------|
| **discovery-questions.md** ⭐ **NEW** | 50+ discovery questions, decision trees, red flags | Everyone — use this FIRST before prescribing solutions |
| **small-company-quick-start.md** | Simplified OKRs for startups/SMBs | 5-50 people |
| **okr-anti-patterns.md** | Before/after examples of bad OKRs | Everyone (learning from mistakes) |
| **case-studies.md** | 3 real-world stories (success & failure) | Understanding what actually works |
| **tool-integrations.md** | How to implement in your tech stack | Technical implementation |
| **framework-comparison.md** | Choosing the right framework | Strategic decision-making |
| **leading-vs-lagging.md** | Deep-dive on KPI design | KPI practitioners |

**When to use what:**
- **First time user or unclear context?** → **START HERE**: Read discovery-questions.md and ask qualifying questions
- **New to OKRs?** Start with small-company-quick-start.md + okr-anti-patterns.md
- **Choosing a framework?** Read framework-comparison.md
- **Setting up tools?** Read tool-integrations.md
- **Learning from others?** Read case-studies.md
- **Designing KPIs?** Read leading-vs-lagging.md + kpi-library.md

---

## What This Skill Does

### 1. Goal Architecture

Design the right goal structure for your organisation:

| Framework | Best For | Cadence | Depth |
|-----------|----------|---------|-------|
| **OKR** (Objectives & Key Results) | Tech / high-growth startups | Quarterly | 3-5 KRs per Objective |
| **SMART Goals** | Traditional orgs / individual plans | Annual + quarterly | Per-person |
| **Balanced Scorecard (BSC)** | Enterprise / multi-function alignment | Annual | 4 perspectives |
| **V2MOM** | Salesforce-style alignment | Annual + quarterly | 5 layers |
| **4DX** (4 Disciplines of Execution) | Operational teams with daily cadence | Weekly | WIG + Lead Measures |
| **EOS Rocks** | SMB / entrepreneurial orgs | 90-day cycles | 3-7 Rocks |
| **Goal Map** | Cross-functional strategic alignment | Annual + quarterly | Purpose → BIG Goals → Measurable Goals → Metrics Map |

**This skill will**:
- Recommend the best framework for your company size, stage, and culture
- Generate the full goal tree (company → department → team → individual)
- Define measurable Key Results / KPIs for every objective
- Create alignment maps showing how individual goals ladder up

### 1b. Goal Map Framework

A **Goal Map** is a single-page strategic planning tool that aligns every function around the company's most important objectives. It combines qualitative vision with measurable targets, risk analysis, and an operational metrics map.

#### Functional View — One Row per Function

The Goal Map lays out the following rows for **each function** (Corporate, Sales, Strategy & Ops, Marketing, Client Success, Services/Interactive, Product, Technology, Finance & Admin, Human Resources):

| Row | What It Captures | Example (Sales) |
|-----|-----------------|------------------|
| **Purpose** | Why the function exists — its mission in one sentence | "The engine of new and sustainable growth; relentless promoter of the brand" |
| **BIG Goals** | Aspirational, qualitative outcomes (2-3 year horizon) | "The team is delivering net new growth consistently MoM; we gain recognised brands from top competitors" |
| **Measurable Goals** | Specific, quantifiable targets for the current year/quarter | "Define and achieve Q4 new logo goals; achieve target 1/1 pipeline; achieve cost structure goals" |
| **Key Questions** | Critical questions that must be answered to succeed | "Do we have the right ICP? Is our sales motion scalable?" |
| **Critical Success Factors** | What must go right for the plan to work | "Hire 5 AEs by end of Q1; complete sales training programme" |
| **Critical Assumptions** | What we're taking as given (but could be wrong) | "Market demand stays strong; competitors don't drop prices" |
| **Risks** | What could go wrong | "Key hires don't materialise; pipeline generation falls short" |
| **Mitigating Actions** | Proactive steps to reduce risk | "Engage 2 recruiters; build outbound pipeline as backup" |
| **Open Questions** | Unresolved items that need answers | "What is the right comp plan? Do we need a sales engineer?" |

**This skill will**:
- Generate a complete Goal Map template for your company
- Pre-populate purpose statements and BIG Goals for each function
- Help you fill in key questions, critical success factors, and risks
- Link the Goal Map to a detailed **Metrics Map** (see below)

#### Metrics Map — The Operational KPI Registry

The Metrics Map is the companion to the Goal Map. It lists **every KPI by function** with operational detail:

| Column | Description |
|--------|-------------|
| **KPI Name** | Clear, concise metric name |
| **Defined By** | Source system or calculation method |
| **Goal / Target** | Quantified target (absolute, %, or baseline) |
| **Implementation Date** | When tracking begins |
| **Data Source** | Where the data lives (CRM, analytics, manual, etc.) |
| **Measurement Frequency** | Daily / Weekly / Monthly / Quarterly / Semi-annual / Annually |
| **Comments** | Context, caveats, known limitations |
| **Next Steps** | Actions needed to operationalise this KPI |

### 2. KPI Design & Libraries

Build the right KPIs for any function:

#### Revenue & Sales KPIs
- MRR / ARR growth rate
- Net Revenue Retention (NRR)
- Average Revenue per Account (ARPA)
- ACV Bookings — Net New $ and count
- Sales velocity (`Opportunities × Win Rate × ACV / Cycle Length`)
- Sales funnel conversion rate (ACV by stage)
- Quota attainment (% of reps at ≥ 100 %) and average attainment per seller
- Pipeline health and coverage ratio
- CAC payback period
- LTV : CAC ratio
- Magic Number
- Forecast variance (forecast vs. actual)
- Close to Revenue — measured in days
- Average time to close
- Average deal ACV

#### Marketing KPIs
- Marketing Generated Leads (MGLs) / Marketing Qualified Leads (MQLs) — count
- Cost per Lead (CPL) by channel
- MGL → Sales Accepted Lead conversion (count, $, %)
- MGL → Weighted Pipeline conversion (count, $, %)
- MGL → Closed/Won conversion (count, $, %)
- Cost per Unweighted Opportunity
- Cost per Closed/Won
- Website traffic growth (unique visits, YoY)
- Subscriber database growth
- Content creation volume (case studies, whitepapers, infographics, webinars, blogs, videos)
- Media impressions
- Social reach & impressions
- Brand messaging & rebrand execution (on time, on budget)
- Marketing-sourced pipeline %
- Event-to-opportunity rate
- Brand awareness / NPS lift

#### Product KPIs
- Feature adoption rate / usage adoption (logins, campaigns, key actions)
- Daily / Weekly / Monthly Active Users (DAU / WAU / MAU)
- Time to value (onboarding)
- Throughput — new features (total department, passed to engineering)
- Delivered capacity — revenue-creating vs. non-revenue-creating features
- Value creation / RONP (Return on New Product: new revenue forecasted via business case vs. delivered)
- Roadmap execution performance (strategic score 1-5 × delivery %)

#### Technology & Engineering KPIs
- Uptime — SLA (e.g., 99.9 %) and internal target (e.g., 99.99 %)
- System performance — API response time, page load, click redirects (ms)
- Production incidents by severity (Sev 1 / 2 / 3) — count per quarter
- Defect SLA performance (time to fix by severity)
- First Time Right rate (features/releases passing QA on first attempt)
- Engineering productivity / sprint velocity / throughput
- Bug resolution time (P0 / P1 / P2)
- Deployment frequency
- Release-to-incident ratio
- Customer-reported defect rate

#### Customer Success KPIs
- Growth — existing base revenue (% growth YoY)
- Upsell revenue by segment and type (volume, services, pricing, related)
- Retention — customer revenue by segment (% of starting ARR retained)
- Retention — customer count by segment (% of logos retained)
- Lifetime Customer Value / LCV (`ARPU / churn rate`)
- Net Promoter Score (NPS) — via third-party survey
- Customer Satisfaction (CSAT)
- Gross / Net Churn Rate
- Customer profitability — P&L for top 25-50 customers
- RYG (Red/Yellow/Green) health score by segment, including trending
- Health Score (composite: usage + support + engagement)
- Time to First Value
- Support ticket volume & resolution time
- Renewal rate
- Expansion revenue (upsell + cross-sell)

#### Finance & Operations KPIs
- Monthly Recurring Revenue (plan, actual, forecast)
- Revenue (plan, actual, forecast)
- Expenses by function (plan, actual, forecast)
- Burn rate & runway
- Gross margin %
- COGS and marginal cost (e.g., CPM for platform companies)
- Operating expense ratio
- AR performance (DSO, aging)
- AP performance
- Cash generation performance / cash conversion cycle
- Cost per acquisition
- Revenue per employee (by function & total)
- Headcount plan attainment
- Budget variance

#### People & HR KPIs
- Employee engagement score
- Regretted attrition rate
- Time to hire
- Offer acceptance rate
- Diversity index
- Internal mobility rate
- Training completion rate

### 3. Goal Cascading & Alignment

Ensure every team's goals connect to the company mission:

```
Company Vision & Purpose
  └─ BIG Goals (aspirational, 2-3 year)
       └─ Annual Strategic Priorities (3-5)
            └─ Measurable Goals per Function
                 └─ Quarterly OKRs / Rocks by Department
                      └─ Team-level OKRs
                           └─ Individual OKRs / Goals
```

For each level, capture the **full strategic context**:

| Element | Purpose |
|---------|--------|
| **Purpose** | Why does this function / team exist? |
| **BIG Goals** | Aspirational outcomes (success looks like…) |
| **Measurable Goals** | Specific, quantified targets |
| **Key Questions** | Critical unknowns that must be answered |
| **Critical Success Factors** | What must go right |
| **Critical Assumptions** | What we're assuming — and could be wrong |
| **Risks** | What could derail us |
| **Mitigating Actions** | How we'll proactively reduce risk |
| **Open Questions** | Unresolved items needing decisions |

**This skill will**:
- Build a visual cascade map
- Identify misalignments and orphan goals
- Suggest cross-functional dependencies
- Create RACI matrices for shared objectives
- Define contribution weights for shared KPIs
- Generate a Goal Map (Functional View) showing all functions side-by-side
- Link each function's goals to its Metrics Map KPIs

### 4. Dashboards & Reporting Blueprints

Design actionable dashboards at every level:

#### Executive / Board Dashboard
| Section | Metrics | Refresh |
|---------|---------|---------|
| Revenue health | ARR, NRR, pipeline coverage | Weekly |
| Customer health | NPS, churn, expansion | Monthly |
| Efficiency | CAC payback, burn multiple, Rule of 40 | Monthly |
| People | Headcount vs. plan, attrition, engagement | Monthly |

#### Department Dashboard
| Section | Metrics | Refresh |
|---------|---------|---------|
| OKR / Rock progress | % complete, confidence score | Weekly |
| Leading indicators | Activities, pipeline gen, feature velocity | Daily |
| Lagging indicators | Revenue closed, churn, NPS | Monthly |
| Health alerts | Red / amber / green status | Real-time |

#### Individual / 1:1 Dashboard
| Section | Metrics | Refresh |
|---------|---------|---------|
| Personal OKR progress | KR scores (0 – 1.0) | Weekly |
| Activity tracker | Calls, meetings, PRs, tickets | Daily |
| Development goals | Skill milestones, certifications | Quarterly |

### 5. Review Cadences & Rituals

Build the operating rhythm that keeps goals alive:

| Cadence | Purpose | Participants | Duration |
|---------|---------|--------------|----------|
| **Daily stand-up** | Blockers, priorities | Team | 15 min |
| **Weekly check-in** | OKR progress, leading indicators | Manager + team | 30 min |
| **Monthly business review** | Department health, course-correct | Dept. head + leadership | 60 min |
| **Quarterly planning** | Set next quarter OKRs / Rocks | All leaders | Half-day |
| **Annual strategy session** | Vision, priorities, annual goals | Exec team | 1-2 days |
| **QBR (Quarterly Business Review)** | Full-funnel review, win/loss, forecast | Exec + board | 90 min |

**This skill will generate**:
- Agenda templates for each cadence
- OKR scoring guides (0.0 – 1.0 scale)
- Retrospective question sets
- Goal-setting workshop facilitation guides

### 6. Scoring & Confidence Models

Quantify goal progress honestly:

#### OKR Scoring Guide
| Score | Label | Meaning |
|-------|-------|---------|
| 0.0 | Not started | No progress |
| 0.1 – 0.3 | Off track | Significant gaps, needs intervention |
| 0.4 – 0.6 | At risk | Some progress, unlikely to hit fully |
| 0.7 – 0.8 | On track | Stretch target being met — this is "good" in OKR |
| 0.9 – 1.0 | Exceeded | Achieved or surpassed — re-evaluate if ambitious enough |

#### Confidence Rating (for forecasting & reviews)
| Colour | Level | Meaning | Action |
|--------|-------|---------|--------|
| 🟢 Green | High (> 80 %) | On track to achieve | Maintain cadence |
| 🟡 Amber | Medium (50-80 %) | At risk | Intervention plan needed |
| 🔴 Red | Low (< 50 %) | Off track | Escalate, re-prioritise, or reset |

### 7. Anti-Patterns & Common Mistakes

Avoid the traps that kill goal programmes:

| Anti-Pattern | Why It Fails | Fix |
|-------------|-------------|-----|
| **Too many goals** | No focus, everything is a priority | Max 3-5 objectives per level |
| **Vanity KPIs** | Look good but don't drive decisions | Every KPI must trigger an action |
| **Set-and-forget** | Goals go stale by week 3 | Weekly check-ins are non-negotiable |
| **Sandbagging** | Easy goals kill ambition | OKRs should hit ~70 % (stretch) |
| **Cascading without context** | Copy-paste goals lose meaning | Each level re-writes in their own language |
| **Lagging-only metrics** | You see the problem too late | Pair every lagging KPI with a leading indicator |
| **No ownership** | "Everyone's goal" = nobody's goal | Single DRI for every objective |
| **Measuring activity, not outcome** | "100 calls" ≠ revenue | Measure results, track activities separately |

**→ For 20+ before/after examples with detailed fixes, see:** `references/okr-anti-patterns.md`

This includes common mistakes like:
- Vague objectives ("Improve the product")
- Activities disguised as KRs ("Hire 5 people")
- Too many objectives (10+ per quarter)
- No connection between objectives and KRs
- Business-as-usual disguised as OKRs
- And complete rewrites showing how to fix them

---

## When to Use This Skill

Use this skill when you need to:

- **Define company / team / individual goals** for the quarter or year
- **Select a goal-setting framework** (OKR, SMART, BSC, V2MOM, 4DX, EOS Rocks)
- **Design KPIs** for any function (sales, marketing, product, CS, finance, HR)
- **Build dashboards** that your team will actually look at
- **Cascade goals** from company down to individual
- **Set up review cadences** (weekly, monthly, quarterly)
- **Score and grade** goal progress
- **Run a goal-setting workshop** or offsite
- **Diagnose** why goals aren't being met
- **Align cross-functional teams** on shared objectives

---

## How It Works

When you invoke this skill, Claude will follow a **consultative, discovery-first process**:

### Phase 1: Discovery & Qualification (5-10 minutes)
1. **Ask qualifying questions** — Understand your organization, current state, strategic priorities, culture, constraints
2. **Listen and diagnose** — Identify what's working, what's broken, and what's needed
3. **Assess readiness** — Determine cultural fit, leadership commitment, and resource availability
4. **Identify red flags** — Surface risks that could cause failure (no leadership time, cultural resistance, unrealistic timeline)

**→ See `references/discovery-questions.md` for the complete discovery framework**

### Phase 2: Recommendation & Planning (10-15 minutes)
5. **Recommend a framework** — OKR, SMART, BSC, EOS Rocks, or hybrid based on your context (with explanation of why it fits)
6. **Define scope** — Company-level only? Cascade to departments? How many objectives?
7. **Propose timeline** — Setup, rollout, review cadence
8. **Suggest tools** — Based on budget and existing tools
9. **Address concerns** — Mitigate risks you identified

### Phase 3: Implementation & Execution (Ongoing)
10. **Draft goals** — Objectives, key results, and KPIs tailored to your business
11. **Build the cascade** — Company → department → team → individual (if appropriate)
12. **Design dashboards** — Metrics, layout, refresh cadence (if data available)
13. **Create review rituals** — Agendas, scoring guides, retrospectives
14. **Identify leading indicators** — So you know early if you're on/off track
15. **Generate templates** — Customized for your organization

**Key principle: Discovery before prescription. Understanding before recommendation. Fit over framework.**

---

## Usage Examples

### Example 1: Quarterly OKR Planning for a Startup (Discovery-First Approach)

**User**: "Help me set Q2 OKRs for my 30-person B2B SaaS startup"

**Claude will** (Discovery Phase):
1. **Ask discovery questions first**:
   - "Do you have a goal-setting process today? What does it look like?"
   - "What are your top 2-3 strategic priorities for Q2?"
   - "What's prompting you to implement OKRs now?"
   - "How is your 30-person team structured? What functions exist?"
   - "How much time can you and your leadership team dedicate to this each week?"
   - "Have you tried OKRs before? What happened?"

2. **Based on your answers, recommend an approach**:
   - If starting from scratch → Simple OKRs (3 company objectives, no cascade yet)
   - If have goals but misaligned → Full cascade (company → department)
   - If tried before and failed → Diagnose root cause first

3. **Then implement**:
   - Draft 3-4 company-level objectives with 3-5 KRs each (customized to your priorities)
   - Cascade into department OKRs (Sales, Engineering, Marketing, CS) if appropriate
   - Suggest leading metrics to track weekly
   - Create a scoring template for end-of-quarter grading
   - Design a weekly check-in agenda that fits your culture
   - Address any concerns you raised (e.g., "worried nobody will use it")

### Example 2: Building a KPI Dashboard

**User**: "Design a KPI dashboard for our sales team"

**Claude will**:
- Recommend tier-1 (critical), tier-2 (important), and tier-3 (monitor) metrics
- Define formulas and data sources for each KPI
- Design dashboard layout with sections and visualisation types
- Set RAG thresholds (red/amber/green) for each metric
- Specify refresh cadence and data owners
- Suggest alerting rules for anomalies

### Example 3: Annual Strategy → Goal Cascade

**User**: "We want to grow ARR from $5M to $10M. Help me cascade this into team goals"

**Claude will**:
- Break down the $10M target into new business, expansion, and retention
- Assign revenue targets to Sales (new logo), CS (expansion/renewal)
- Identify Marketing pipeline contributions needed
- Define Product goals to reduce churn and increase adoption
- Create Engineering capacity goals for feature delivery
- Set HR/People goals for hiring the team to execute
- Build a RACI matrix for cross-functional dependencies

### Example 4: Goal-Setting Workshop Facilitation

**User**: "Facilitate a 3-hour goal-setting offsite for our leadership team"

**Claude will**:
- Create a detailed agenda with time blocks
- Prepare vision/mission review prompts
- Design breakout exercises for priority identification
- Build a template for drafting OKRs collaboratively
- Create alignment exercises (dependency mapping)
- Prepare voting/prioritisation frameworks (dot voting, impact/effort)
- Design follow-up action items and accountability plan

### Example 5: Diagnosing Goal Failure

**User**: "Our Q1 goals all came in at 30-40 %. What went wrong?"

**Claude will**:
- Run a diagnostic framework (ambition, alignment, ownership, cadence, data)
- Identify root causes (too many goals? wrong metrics? no check-ins?)
- Compare leading vs. lagging indicators to find where things broke down
- Suggest corrective actions for Q2
- Redesign review cadences to catch issues earlier
- Recommend training or coaching for managers

---

## Deliverable Templates

The skill can generate:

- 📋 **OKR templates** (company, department, team, individual)
- 📊 **KPI definition sheets** (name, formula, target, owner, data source)
- 🎯 **Goal cascade maps** (visual tree from company to individual)
- 📈 **Dashboard blueprints** (layout, metrics, RAG thresholds)
- 📅 **Review agendas** (weekly, monthly, quarterly)
- 🏆 **Scoring rubrics** (OKR 0-1 scale, SMART completion %)
- 🔄 **Retrospective guides** (what worked, what didn't, what changes)
- 📝 **Workshop facilitation plans** (agendas, exercises, templates)
- ⚠️ **Risk registers** (goals at risk, mitigation plans)
- 🗂️ **RACI matrices** (for cross-functional goals)
- 📑 **QBR presentation templates**
- 💼 **Board reporting templates** (KPI summary, narrative, outlook)

---

## Key Frameworks & References

### OKR (Objectives & Key Results)
- Originated at Intel (Andy Grove), popularised by Google (John Doerr)
- **Objective**: Qualitative, inspiring, time-bound
- **Key Result**: Quantitative, measurable, achievable but stretchy
- Grading: 0.0 – 1.0 scale; 0.7 is "good"
- Cadence: Quarterly with weekly check-ins

### SMART Goals
- **Specific** — clear and unambiguous
- **Measurable** — quantifiable outcomes
- **Achievable** — realistic given resources
- **Relevant** — aligned to business priorities
- **Time-bound** — clear deadline

### Balanced Scorecard (BSC)
- 4 perspectives: Financial, Customer, Internal Processes, Learning & Growth
- Cause-and-effect linkage between perspectives
- Strategy maps to visualise connections

### V2MOM (Salesforce)
- **Vision** — what do you want?
- **Values** — what's important about it?
- **Methods** — how do you get it?
- **Obstacles** — what's in the way?
- **Measures** — how do you know you have it?

### 4 Disciplines of Execution (4DX)
- **Discipline 1**: Focus on the Wildly Important Goal (WIG)
- **Discipline 2**: Act on Lead Measures
- **Discipline 3**: Keep a Compelling Scoreboard
- **Discipline 4**: Create a Cadence of Accountability

### EOS Rocks
- 90-day priorities (3-7 per person)
- Binary: done or not done
- Reviewed weekly in L10 meetings

### Goal Map
- A single-page strategic alignment tool used across all functions
- **Functional View**: Purpose, BIG Goals, Measurable Goals, Key Questions, Critical Success Factors, Assumptions, Risks, Mitigations, Open Questions — one column per function
- **Metrics Map**: Detailed KPI registry per function with targets, data sources, measurement frequency, and next steps
- Combines strategic (qualitative) and operational (quantitative) planning
- Works alongside any of the above frameworks as the strategic umbrella

---

## Integration with Other Skills

This skill works alongside:

| Skill | How They Connect |
|-------|-----------------|
| **Sales Operations Setup** | Goals & KPIs defines the *what* to measure; Sales Ops defines *how* to run the sales engine |
| **CRM / LeadGenius** | KPIs pull data from CRM; goals drive CRM configuration |
| **Forecasting** | Revenue goals feed forecast models; forecast accuracy is a KPI |

---

## Getting Started

When you invoke this skill, **you don't need to prepare everything upfront**. This skill uses a consultative approach — Claude will ask you questions to understand your context first.

However, if you want to be prepared, consider these areas:

1. **Company context** — Stage, size, industry, business model
2. **Current state** — Do you have goals today? What's working/not working?
3. **Why now** — What's prompting you to set up or improve goals?
4. **Constraints** — Time, budget, tools, resources available
5. **Success criteria** — How will you know this is working?

**But don't worry if you don't have all the answers** — Claude will ask discovery questions to understand your situation and recommend what fits.

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## Example Commands

- "Set Q2 OKRs for my 30-person B2B SaaS startup"
- "Design a KPI dashboard for our marketing team"
- "Help me cascade our $10M ARR goal into team objectives"
- "Create a weekly goal check-in agenda for managers"
- "Build a balanced scorecard for our company"
- "What KPIs should our customer success team track?"
- "Run a goal-setting workshop for our leadership offsite"
- "Score our Q1 OKRs and recommend improvements"
- "Define leading indicators for our revenue goal"
- "Help me diagnose why our goals keep failing"

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## How to Use This Skill

Invoke the skill with your specific goal-setting or KPI need, and Claude will guide you through the process — from framework selection to goal drafting, cascade design, dashboard creation, and review cadences.

This skill ensures your organisation doesn't just *set* goals but *achieves* them through disciplined measurement, regular review, and data-driven course correction.