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Found 21 Skills
Help users establish high-impact goals that bridge the gap between abstract company vision and daily execution while maintaining radical focus.
Set and track goals for a solopreneur business using OKRs (Objectives and Key Results) and related frameworks. Use when defining business goals, creating quarterly or annual targets, building KPIs, tracking progress, or aligning daily work with strategic direction. Covers OKR methodology adapted for solo operators, goal hierarchy (vision → annual → quarterly → weekly), and review cadences. Trigger on "set goals", "OKRs", "business goals", "quarterly goals", "KPIs", "goal setting", "how to track progress", "annual goals", "prioritize my work", "what should I focus on".
Annual strategic review and goal-setting interview for personal life/work domains with quarterly progress check-ins
Guides annual goal-setting and execution with a systematic framework. Applies when planning the year, breaking down ambitious goals into daily systems, running monthly check-ins, or using the ABC System for consistent habit execution.
Master performance management, goal-setting, OKRs, reviews, feedback, and metrics for engineering teams
Strategic planning for Product Hunt launches. Use this skill when you need to define launch objectives, create a preparation timeline, or develop an overall launch strategy. Helps with goal-setting, timeline creation, and strategic decision-making.
Evidence-based goal achievement framework using Goal, Plan, and System methodology. Use when users want to set goals, create actionable plans, build execution systems, or diagnose why they're struggling to make progress on existing goals. Triggers include requests to "set a goal", "help me achieve", "create a plan", "why am I not making progress", or similar goal-setting and achievement queries.
Design and implement OKR (Objectives and Key Results) for goal-setting and strategic alignment across organizational levels. Use this skill when the user needs to set team or company goals, align departments to strategy, track quarterly progress, or transition from KPI to OKR systems — even if they say 'set our quarterly goals', 'how does OKR work', 'align team goals with company vision', or 'our goals feel disconnected'.
Converge vague requirements into a goal contract (scope / non-goals / success criteria / verification / stop conditions) that another AI can execute autonomously and be accepted. This skill only writes goal contracts, **never executes tasks for users**. Hard trigger condition: This goal is to be handed over to others for execution — subagent, Codex, another AI session, or another person. It is used to write goals, optimize goals, revise handoff prompts, or turn requests like "finish today, optimize as much as possible, help me research and execute" into task contracts that the executor won't guess randomly or overstep boundaries. Not applicable to: internal team requirement management and version breakdown (use issue-pool — it produces tasks for humans to start working on, not contracts for AI), interface design exploration (use design-exploration), PRD/acceptance criteria/test case documents (use prd-test-writer), framework planning and version roadmaps (use issue-pool), and situations where the user actually wants you to **do the task directly** — just do it directly instead of using this skill to turn the task into a document.
Generates structured OKR plans (Objectives and Key Results) for teams and companies following Google/Intel methodology. Takes company goals, team function, quarter, and current metrics to produce a comprehensive okr-plan.md with objectives, key results, scoring criteria, alignment mapping, tracking cadence, and retrospective templates.
Internal vs external career growth paths, goal setting, career maintenance, and long-term planning for software engineers. Use when deciding between internal promotion vs external job search, setting career goals, or planning long-term career trajectory.
Use when asked to "set OKRs", "objectives and key results", "quarterly OKR planning", "align objectives", "measure OKR progress", or "focus priorities with OKRs". Helps teams focus on what matters most and create a cadence of progress. The OKR framework (originated by Andy Grove at Intel, popularized by John Doerr at Google) creates alignment, focus, and learning cycles. Christina Wodtke's Radical Focus approach emphasizes simplicity and avoiding common pitfalls.