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Personal Strategic Planning Skill

个人战略规划Skill

Annual strategic review and goal-setting system combining interview-driven planning with evidence-based reflection across five personal life/work domains.
Note: For organizational/K-12 district strategic planning, use the 
strategic-planning-manager
skill instead.
结合访谈式规划与循证反思的年度战略回顾和目标设定系统，覆盖个人生活/工作的五大领域。
注意： 若用于组织/K-12学区战略规划，请改用
strategic-planning-manager
Skill。

When to Activate

激活时机

This skill activates when the user requests:
Annual Review (Primary Mode):
  • "Let's do my annual review"
  • "Help me plan for [year]"
  • "I want to do strategic planning"
  • "Set goals for next year"
Quarterly Check-In (Lighter Mode):
  • "Quarterly check-in"
  • "Review my progress"
  • "How am I tracking against my goals?"
Domain Modes: Each review covers 5 domains:
  1. CIO Role (day job - Technology, Communications, Safety/Security)
  2. Consulting/Speaking (reputation building, CoSN board, conferences)
  3. Product Development (AI products: voice app, survey tool)
  4. Real Estate Investing (portfolio management)
  5. Financial Planning (entrepreneurial income, retirement prep)
当用户提出以下请求时，该Skill将激活：
年度回顾（主要模式）：
  • "帮我做年度回顾"
  • "帮我规划[年份]的目标"
  • "我想做战略规划"
  • "为明年设定目标"
季度跟进（轻量模式）：
  • "季度进度检查"
  • "回顾我的进度"
  • "我的目标完成情况如何？"
领域模式： 每次回顾覆盖5个领域：
  1. CIO角色（日常工作 - 技术、沟通、安全/安保）
  2. 咨询/演讲（声誉建设、CoSN董事会、会议）
  3. 产品开发（AI产品：语音应用、调研工具）
  4. 房地产投资（投资组合管理）
  5. 财务规划（创业收入、退休准备）

Available Scripts

可用脚本

scripts/generate_annual_review.py

scripts/generate_annual_review.py

Generates formatted annual review markdown file in Obsidian.
Usage:
bash
uv run scripts/generate_annual_review.py '{json_data}' --year 2026
Input: JSON with interview data (all domains, goals, indicators) Output: Markdown file at 
Personal_Notes/Reviews/Annual/{YEAR}-Annual-Review.md
在Obsidian中生成格式化的年度回顾Markdown文件。
使用方法：
bash
uv run scripts/generate_annual_review.py '{json_data}' --year 2026
输入： 包含访谈数据（所有领域、目标、指标）的JSON 输出： 保存至
Personal_Notes/Reviews/Annual/{YEAR}-Annual-Review.md
的Markdown文件

scripts/generate_quarterly_review.py

scripts/generate_quarterly_review.py

Generates quarterly check-in markdown file in Obsidian.
Usage:
bash
uv run scripts/generate_quarterly_review.py '{json_data}' --year 2026 --quarter Q1
Input: JSON with progress data per domain Output: Markdown file at 
Personal_Notes/Reviews/Quarterly/{YEAR}-Q{N}-Review.md
在Obsidian中生成季度进度检查的Markdown文件。
使用方法：
bash
uv run scripts/generate_quarterly_review.py '{json_data}' --year 2026 --quarter Q1
输入： 包含各领域进度数据的JSON 输出： 保存至
Personal_Notes/Reviews/Quarterly/{YEAR}-Q{N}-Review.md
的Markdown文件

scripts/sync_to_omnifocus.js

scripts/sync_to_omnifocus.js

Creates OmniFocus projects and tasks from Priority Goals.
Usage:
bash
osascript -l JavaScript scripts/sync_to_omnifocus.js '{json_data}'
Input: JSON with goals, indicators, actions, milestones Output: OmniFocus projects created, returns confirmation JSON
从优先级目标创建OmniFocus项目和任务。
使用方法：
bash
osascript -l JavaScript scripts/sync_to_omnifocus.js '{json_data}'
输入： 包含目标、指标、行动、里程碑的JSON 输出： 创建OmniFocus项目，返回确认JSON

Annual Review Workflow

年度回顾工作流

The annual review follows a 6-phase interview pattern modeled after the 
writer
skill.
年度回顾遵循模仿
writer
Skill的6阶段访谈模式。

Phase 1: Domain Selection & Context Loading

阶段1：领域选择与上下文加载

Objective: Set scope and load relevant context for each domain.
Geoffrey:
  1. Displays 5 domains with mission from 
    identity-core.json
    :
    • CIO Role → TELOS Technology/Communications/Safety sections
    • Consulting/Speaking → TELOS Economics (reputation building)
    • Product Development → Short-term goals (AI products)
    • Real Estate → TELOS Economics (income streams)
    • Financial → Long-term goals (retirement, entrepreneurial income)
  2. Asks: "Which domain(s) do you want to review?" (allow multi-select for first run)
  3. For first annual review: Offer "Retrospective (2025) + Prospective (2026)" or "Prospective only"
Output: List of selected domains with loaded context
目标： 设定范围并加载每个领域的相关上下文。
Geoffrey操作：
  1. 展示来自
    identity-core.json
    的5个领域及其使命：
    • CIO角色 → TELOS技术/沟通/安全板块
    • 咨询/演讲 → TELOS经济板块（声誉建设）
    • 产品开发 → 短期目标（AI产品）
    • 房地产 → TELOS经济板块（收入流）
    • 财务 → 长期目标（退休、创业收入）
  2. 询问："你想回顾哪些领域？"（首次运行允许多选）
  3. 首次年度回顾：提供"回顾（2025）+ 前瞻（2026）"或"仅前瞻"两种选项
输出： 已加载上下文的选定领域列表

Phase 2: Year-in-Review Reflection (Per Domain)

阶段2：年度回顾反思（按领域）

Objective: Ground planning in reality by examining what actually happened.
Interview Questions (one domain at a time):
Q1: "What were your top 3 priorities in [domain] this year?"
Q2: "For each priority, what actually happened?"
  • Challenge: Require evidence/outcomes, not just activities
  • Push for: Specific metrics, concrete changes, measurable results
Q3: "What worked exceptionally well in [domain]?"
  • Challenge: Require specifics, not generalities
  • Push for: Root causes of success, replicable patterns
Q4: "What underperformed or stalled?"
  • Challenge: Require root causes, not just symptoms
  • Push for: Honest assessment, systemic barriers
Q5: "What surprised you—positive or negative?"
After all domains reviewed:
Q6: "Looking across all domains, what patterns do you see?"
Q7: "What's one lesson you'd apply everywhere next year?"
Challenge Mechanisms:
  • Vague answer → "Say more? What would that look like specifically?"
  • Activity-focused → "That's what you did. What was the result?"
  • No evidence → "What metric or outcome would prove that?"
目标： 通过复盘实际发生的情况，让规划基于现实。
访谈问题（逐个领域进行）：
问题1： "今年你在[领域]的三大优先级是什么？"
问题2： "针对每个优先级，实际进展如何？"
  • 引导要求： 需提供证据/成果，而非仅描述活动
  • 进一步追问： 具体指标、实际变化、可衡量的结果
问题3： "[领域]中哪些方面做得特别好？"
  • 引导要求： 需具体，而非泛泛而谈
  • 进一步追问： 成功的根本原因、可复制的模式
问题4： "哪些方面表现不佳或停滞不前？"
  • 引导要求： 需分析根本原因，而非仅列出症状
  • 进一步追问： 坦诚评估、系统性障碍
问题5： "有哪些意外情况——积极或消极的？"
所有领域回顾完成后：
问题6： "纵观所有领域，你发现了哪些模式？"
问题7： "你会将哪一条经验应用到明年的所有领域中？"
引导机制：
  • 答案模糊 → "能否说得更具体？具体会是什么样子？"
  • 仅描述活动 → "这是你做的事，结果是什么？"
  • 无证据支撑 → "有什么指标或成果可以证明这一点？"

Phase 3: Strategic Direction (Per Domain)

阶段3：战略方向（按领域）

Objective: Define clear vision for next year aligned with core mission.
Interview Questions (one domain at a time):
Q1: "At the end of [next year], what does success look like in [domain]?"
  • Must be: Specific, measurable, stakeholder-focused
  • Challenge: Push beyond vague aspirations to concrete outcomes
Q2: "Who are the primary stakeholders for [domain]?"
  • Follow-up: "For each stakeholder, what specifically changes for them if you succeed?"
Q3: "How does [domain] success contribute to your core mission?"
  • Display: Relevant TELOS section + constitution values
  • Challenge: If alignment is weak, ask "Is this the right priority?"
Q4: "What are 2-3 major initiatives or changes in [domain]?"
  • Challenge if >3: "Which would you protect if capacity gets constrained?"
  • Challenge if maintenance: "Is this strategic work or keeping lights on?"
Q5: "What will you explicitly NOT do in [domain]?"
  • This is the hardest question - use scaffolding if stuck:
    1. "What requests have you said no to—or wish you had?"
    2. "What did you consider but decide against?"
    3. "If someone proposed adding [new initiative], what would you tell them?"
    4. "What are you currently doing that you should stop?"
  • Why it matters: "Every 'yes' is an implicit 'no' to something else. If you can't name what you're not doing, you haven't made strategic choices."
Q6: "What's the biggest barrier to success in [domain]?"
  • Follow-up: "What needs to be true for you to succeed?"
Q7: "What resources/support do you need that you don't have?"
  • Challenge if "nothing": "Most meaningful work requires time, development, or coordination—not just money."
Challenge Progression:
  1. Curious: "Say more?" / "What would that look like?"
  2. Gentle push: "Help me see this concretely. If I walked into your office in December [next year], what would I notice?"
  3. Direct challenge: "This is staying abstract. Let's get specific—what's one concrete outcome?"
  4. Support scaffolding: Offer frameworks, examples, different angles
After domain completed:
  • Summarize strategic direction back to user
  • Get confirmation before moving to next domain
目标： 明确明年与核心使命对齐的清晰愿景。
访谈问题（逐个领域进行）：
问题1： "到明年年底，[领域]的成功是什么样子？"
  • 要求： 具体、可衡量、以利益相关者为中心
  • 引导： 突破模糊的愿景，聚焦具体成果
问题2： "[领域]的主要利益相关者是谁？"
  • 跟进问题： "针对每个利益相关者，如果你成功了，他们的哪些方面会发生具体变化？"
问题3： "[领域]的成功如何支撑你的核心使命？"
  • 展示： 相关TELOS板块 + 核心价值观
  • 引导： 如果对齐度弱，询问"这是正确的优先级吗？"
问题4： "[领域]的2-3项重大举措或变革是什么？"
  • 若超过3项则引导： "如果精力受限，你会优先保护哪项？"
  • 若为维护性工作则引导： "这是战略性工作还是维持现状？"
问题5： "你明确不会在[领域]做哪些事？"
  • 这是最难的问题 - 若用户卡住，提供引导框架：
    1. "你已经拒绝过哪些请求——或者希望自己拒绝过？"
    2. "你考虑过但最终放弃的事情有哪些？"
    3. "如果有人提议新增[新举措]，你会怎么回应？"
    4. "你目前正在做但应该停止的事情有哪些？"
  • 重要性说明： "每一个'是'都意味着对其他事情的隐含'否'。如果你无法说出不做的事，说明你还没有做出战略选择。"
问题6： "[领域]成功的最大障碍是什么？"
  • 跟进问题： "要取得成功，哪些条件必须满足？"
问题7： "你需要哪些目前没有的资源/支持？"
  • 若回答'没有'则引导： "大多数有意义的工作都需要时间、成长或协作——而非仅仅是资金。"
引导递进：
  1. 好奇式： "能否说得更具体？" / "具体会是什么样子？"
  2. 温和推动： "帮我更具象地理解。如果我在明年12月走进你的办公室，会看到什么？"
  3. 直接引导： "这仍然很抽象。我们来具体化——一个具体的成果是什么？"
  4. 支持性框架： 提供框架、示例、不同角度
领域完成后：
  • 向用户总结战略方向
  • 得到确认后再进入下一个领域

Phase 4: Priority Goals with Success Indicators (Per Domain)

阶段4：带成功指标的优先级目标（按领域）

Objective: Translate strategic direction into measurable progress.
Constraints:
  • Maximum 3 Priority Goals per domain (hard cap)
  • Each goal requires 2-3 Success Indicators with baselines + targets
  • Each goal requires Key Actions with owners, dependencies, timeline
  • Each goal requires Quarterly Milestones
Interview Process:
For each domain:
  1. Establish Priority Goals:
    • "Based on our conversation, what are your 2-3 Priority Goals for [domain]?"
    • Challenge if >3: "You've listed [N]. Research shows more than 3 priorities means none get focus. Which would you cut?"
    • Challenge if activity-focused: Reframe as outcome (e.g., "implement curriculum" → "students demonstrate deeper engagement")
  2. Define Success Indicators (for each goal):
    • "How will you know you're making progress on [goal]?"
    • Require: Current state (baseline) → Target state (end of year)
    • Accept: Both quantitative and qualitative
      • Quantitative: "Student re-enrollment: 92% → 95%"
      • Qualitative: "Faculty report feeling supported: 45% agree → 70% agree"
    • Challenge if no baseline: "How will you establish one?" or "Is this a learning year?"
    • Challenge if vague target: "Too easy or unrealistic?"
    • Challenge if activity metric: "That measures what you did, not the result. What outcome changes?"
  3. Identify Actions, Owners, Dependencies:
    • "What are the key actions that will drive [goal]?"
    • For each action:
      • Action/Project: What will be done
      • Owner: Who is accountable (a person, not committee)
      • Dependencies: Other people/teams/resources required
      • Timeline: Q1/Q2/Q3/Q4 milestones
  4. Map Quarterly Milestones:
    • "What should be true by end of Q1 (Mar 31), Q2 (Jun 30), Q3 (Sep 30), Q4 (Dec 31)?"
Challenge Mechanisms:
  • Activity → Outcome reframing: "If you do X successfully, what changes? That's the priority."
  • No baseline: "Can you establish one now? If not, note this as 'learning year' for baseline."
  • Vague targets: "If you hit this target, would you be satisfied? What would failure look like?"
After all domains completed:
  1. Confirm Alignment:
    • "Looking at all your goals together—do they clearly ladder up to your strategic direction AND to your core mission?"
    • If weak alignment: Work to adjust or note misalignment for discussion
目标： 将战略方向转化为可衡量的进度。
约束条件：
  • 每个领域最多3个优先级目标（硬性上限）
  • 每个目标需要2-3个成功指标，包含基线+目标值
  • 每个目标需要关键行动，包含负责人、依赖项、时间线
  • 每个目标需要季度里程碑
访谈流程：
针对每个领域：
  1. 确定优先级目标：
    • "基于我们的对话，你在[领域]的2-3个优先级目标是什么？"
    • 若超过3个则引导： "你列出了[N]个目标。研究表明，超过3个优先级意味着没有真正的重点。你会砍掉哪一个？"
    • 若仅描述活动则引导： 重构为成果（例如，"实施课程" → "学生展现出更深的参与度"）
  2. 定义成功指标（针对每个目标）：
    • "你如何判断自己在[目标]上取得了进展？"
    • 要求： 当前状态（基线）→ 目标状态（年底）
    • 接受类型： 定量和定性均可
      • 定量："学生续费率：92% → 95%"
      • 定性："教师反馈感受到支持：45%认同 → 70%认同"
    • 若无基线则引导： "你现在能确定基线吗？如果不能，我们会将此标注为'基线设定学习年'。"
    • 若目标模糊则引导： "这个目标太容易实现还是不切实际？"
    • 若为活动指标则引导： "这衡量的是你做了什么，而非结果。成果上有什么变化？"
  3. 确定行动、负责人、依赖项：
    • "推动[目标]实现的关键行动有哪些？"
    • 针对每个行动：
      • 行动/项目： 具体要做的事
      • 负责人： 问责人（个人，而非委员会）
      • 依赖项： 所需的其他人员/团队/资源
      • 时间线： Q1/Q2/Q3/Q4里程碑
  4. 规划季度里程碑：
    • "到Q1（3月31日）、Q2（6月30日）、Q3（9月30日）、Q4（12月31日）结束时，应该达成什么状态？"
引导机制：
  • 活动→成果重构： "如果你成功完成X，会带来什么变化？这才是优先级。"
  • 无基线： "你现在能确定基线吗？如果不能，标注为'基线设定学习年'。"
  • 目标模糊： "如果达成这个目标，你会满意吗？失败会是什么样子？"
所有领域完成后：
  1. 确认对齐度：
    • "纵观所有目标，它们是否清晰地支撑你的战略方向以及核心使命？"
    • 若对齐度弱： 调整目标或标注不一致以供后续讨论

Phase 5: Cross-Domain Integration

阶段5：跨领域整合

Objective: Portfolio view, trade-offs, advisor review, identity alignment.
Portfolio Questions:
Q1: "Looking at all 5 domains—what's the overall story of [next year]?"
Q2: "Where are you over-committed? What trade-offs do you need to make?"
Q3: "Which domain gets your BEST energy? Which gets leftovers?"
Q4: "If one domain had to be 'maintenance mode' in [next year], which and why?"
Personal Board of Directors (optional but recommended):
Q5: "Who are your 4-7 advisors across domains?"
  • For each: Name, Domain expertise, What they help with, Last consulted
  • Roles to consider: Connector, Accountability Partner, Futurist, Subject Matter Expert
Q6: "Who's missing from your board?"
  • Prompt: "Do you have a Connector (network access), Futurist (trends), Accountability Partner?"
Alignment with Identity:
Q7: "Do these goals align with your Type 3w4 achievement pattern?"
  • Context: Meaningful, competent, expert-level impact (from identity-core.json)
Q8: "Which goals leverage your Input/Analytical/Learner strengths?"
  • Display: How each goal creates opportunities for information gathering, evidence-based thinking, mastery
Q9: "Any goals that require relationship building (your 0% Blue gap)?"
  • Follow-up: "How will you handle that? Who can help?"
Q10: "Looking at your workload—where's the Type 3 stress risk?"
  • Context: Type 3 pattern = push harder when stressed
  • Prompt: "If things get overwhelming in Q2, what's your PAUSE trigger before pushing harder?"
目标： 整体视角、权衡取舍、顾问评审、身份对齐。
整体视角问题：
问题1： "纵观5个领域，明年的整体规划主线是什么？"
问题2： "你在哪些领域过度投入？需要做出哪些权衡？"
问题3： "哪个领域能得到你最佳的精力投入？哪个领域只能分到剩余精力？"
问题4： "如果明年有一个领域必须进入'维护模式'，会是哪个？为什么？"
个人顾问团（可选但推荐）：
问题5： "你在各领域的4-7位顾问是谁？"
  • 针对每位顾问：姓名、领域专长、能提供的帮助、上次咨询时间
  • 可考虑的角色： 连接者、问责伙伴、未来学家、主题专家
问题6： "你的顾问团缺少哪些角色？"
  • 提示： "你有连接者（人脉资源）、未来学家（趋势洞察）、问责伙伴吗？"
与身份的对齐：
问题7： "这些目标是否符合你的3w4型成就模式？"
  • 上下文： 有意义、有能力、专家级影响力（来自
    identity-core.json
    ）
问题8： "哪些目标能发挥你的输入/分析/学习者优势？"
  • 展示： 每个目标如何创造信息收集、循证思考、能力提升的机会
问题9： "有没有需要进行关系建设的目标（你的0%蓝色短板）？"
  • 跟进问题： "你会如何处理？谁能提供帮助？"
问题10： "看看你的工作量，哪些地方存在3型人格的压力风险？"
  • 上下文： 3型人格模式 = 压力越大越努力
  • 提示： "如果Q2事情变得不堪重负，在继续硬撑之前，你的暂停触发点是什么？"

Phase 6: Review & Finalize

阶段6：评审与定稿

Objective: Generate output, get approval, save to systems.
Geoffrey:
  1. Display Complete Annual Review
    • Use 
      templates/annual-review-template.md
      format
    • Show full markdown output for review
  2. Get User Approval
    • "Does this capture your strategic plan for [year]?"
    • "What would you adjust?"
    • Iterate until confirmed
  3. Save to Obsidian
    • Run 
      scripts/generate_annual_review.py
    • Save to 
      Personal_Notes/Reviews/Annual/{YEAR}-Annual-Review.md
  4. Ask about OmniFocus
    • "Create OmniFocus projects from your Priority Goals now or later?"
    • If now: Run 
      scripts/sync_to_omnifocus.js
  5. Review Personal User Guide for Updates
    • Read current User Guide: 
      ~/Library/Mobile Documents/iCloud~md~obsidian/Documents/Personal_Notes/Geoffrey/Kris-Hagel-User-Guide.md
    • Compare to this year's review conversation:
      • Role changes (meeting cadences, team structure, responsibilities)
      • New growth areas identified
      • Communication pattern shifts
      • Changed priorities, frustrations, or energizers
      • "What drains me" / "What energizes me" updates
    • Propose specific, evidence-based updates:
      • "In this review you mentioned X, but your User Guide says Y. Should I update?"
      • "You identified [growth area] but it's not documented. Should we add it?"
    • If updates approved: Edit the User Guide and confirm changes
    • If significant changes: Suggest notifying team/peers
  6. Schedule Quarterly Reviews
    • Confirm quarterly timing: Mar 31, Jun 30, Sep 30, Dec 31
    • Add to OmniFocus as recurring tasks
Final Output:
  • Annual review markdown file (Obsidian)
  • OmniFocus projects (if requested)
  • Confirmation message with file path
目标： 生成输出、获得批准、保存至系统。
Geoffrey操作：
  1. 展示完整年度回顾
    • 使用
      templates/annual-review-template.md
      格式
    • 展示完整Markdown输出以供评审
  2. 获得用户批准
    • "这是否准确捕捉了你[年份]的战略规划？"
    • "你需要调整什么？"
    • 迭代直至确认
  3. 保存至Obsidian
    • 运行
      scripts/generate_annual_review.py
    • 保存至
      Personal_Notes/Reviews/Annual/{YEAR}-Annual-Review.md
  4. 询问OmniFocus同步需求
    • "现在还是稍后从你的优先级目标创建OmniFocus项目？"
    • 若选择现在：运行
      scripts/sync_to_omnifocus.js
  5. 评审个人用户指南以更新内容
    • 读取当前用户指南：
      ~/Library/Mobile Documents/iCloud~md~obsidian/Documents/Personal_Notes/Geoffrey/Kris-Hagel-User-Guide.md
    • 与本年度回顾对话对比：
      • 角色变化（会议节奏、团队结构、职责）
      • 新发现的成长领域
      • 沟通模式转变
      • 已变更的优先级、挫败点或动力来源
      • "消耗我的事" / "激励我的事"更新
    • 提出基于证据的具体更新建议：
      • "在本次回顾中你提到了X，但你的用户指南里写的是Y。需要更新吗？"
      • "你确定了[成长领域]但未记录。需要添加吗？"
    • 若获得更新批准：编辑用户指南并确认变更
    • 若有重大变更：建议通知团队/同事
  6. 安排季度回顾
    • 确认季度时间：3月31日、6月30日、9月30日、12月31日
    • 添加为OmniFocus中的重复任务
最终输出：
  • 年度回顾Markdown文件（Obsidian）
  • OmniFocus项目（若请求）
  • 带文件路径的确认消息

Quarterly Check-In Workflow

季度跟进工作流

The quarterly check-in is a lighter interview (15-20 min) focused on progress and adjustment.
季度跟进是轻量化的访谈（15-20分钟），聚焦进度和调整。

Check-In Questions

跟进问题

For each domain with Priority Goals:
Q1: "Progress status on [Goal]?"
  • ✅ On track (will hit target)
  • ⚠️ At risk (may miss target without intervention)
  • ❌ Off track (unlikely to hit target)
Q2: "What evidence supports your assessment?"
  • Current state vs. Q{N} milestone
  • What happened this quarter?
Q3: "What's working? What's stalled?"
Q4: "Do Success Indicators still make sense?"
  • Adjust targets? (yes/no + rationale)
  • Add/remove indicators?
Q5: "What needs to change for Q{N+1}?"
  • Actions to add/drop
  • Resources needed
  • Trade-offs with other domains
After all domains:
Q6: "Overall portfolio health?"
  • Energy distribution across domains
  • Over-committed anywhere?
  • Mid-course corrections needed?
Q7: "User Guide check against this quarter's insights"
  • Read current User Guide: 
    ~/Library/Mobile Documents/iCloud~md~obsidian/Documents/Personal_Notes/Geoffrey/Kris-Hagel-User-Guide.md
  • Compare to quarterly progress discussion:
    • Any communication preferences that changed?
    • New frustrations or energizers to document?
    • Growth areas with visible progress?
  • Propose specific updates based on evidence from this check-in
  • If updates approved: Edit and save
针对每个有优先级目标的领域：
问题1： "[目标]的进度状态如何？"
  • ✅ 按计划推进（将达成目标）
  • ⚠️ 存在风险（若无干预可能无法达成目标）
  • ❌ 偏离计划（不太可能达成目标）
问题2： "哪些证据支持你的评估？"
  • 当前状态与Q{N}里程碑对比
  • 本季度发生了什么？
问题3： "哪些方面有效？哪些停滞不前？"
问题4： "成功指标仍然合理吗？"
  • 是否调整目标？（是/否 + 理由）
  • 是否添加/移除指标？
问题5： "Q{N+1}需要做出哪些调整？"
  • 添加/取消的行动
  • 所需资源
  • 与其他领域的权衡
所有领域完成后：
问题6： "整体规划健康状况如何？"
  • 各领域的精力分配
  • 是否有过度投入的领域？
  • 是否需要中途调整？
问题7： "结合本季度洞察评审用户指南"
  • 读取当前用户指南：
    ~/Library/Mobile Documents/iCloud~md~obsidian/Documents/Personal_Notes/Geoffrey/Kris-Hagel-User-Guide.md
  • 与季度进度对话对比：
    • 沟通偏好是否有变化？
    • 是否有新的挫败点或动力来源需要记录？
    • 成长领域是否有可见进展？
  • 基于本次跟进的证据提出具体更新建议
  • 若获得批准：编辑并保存

Check-In Output

跟进输出

Geoffrey:
  1. Run 
    scripts/generate_quarterly_review.py
  2. Save to 
    Personal_Notes/Reviews/Quarterly/{YEAR}-Q{N}-Review.md
  3. Update annual review frontmatter with link to quarterly review
  4. Confirm adjustments to OmniFocus if targets/actions changed
Geoffrey操作：
  1. 运行
    scripts/generate_quarterly_review.py
  2. 保存至
    Personal_Notes/Reviews/Quarterly/{YEAR}-Q{N}-Review.md
  3. 在年度回顾的前置元数据中添加季度回顾的链接
  4. 若目标/行动有变更，确认更新OmniFocus

Output Format

输出格式

Annual Review

年度回顾

See 
templates/annual-review-template.md
for complete format.
Key sections:
  • Year-in-Review Summary (cross-domain patterns, lessons)
  • Per Domain: Review + Strategic Direction + Priority Goals
  • Cross-Domain Integration (portfolio, trade-offs, advisors, alignment)
  • Next Steps (quarterly reviews, OmniFocus sync, advisor shares)
完整格式请参考
templates/annual-review-template.md
。
核心板块：
  • 年度回顾摘要（跨领域模式、经验教训）
  • 各领域：回顾 + 战略方向 + 优先级目标
  • 跨领域整合（整体视角、权衡取舍、顾问、对齐）
  • 后续步骤（季度回顾、OmniFocus同步、顾问沟通）

Quarterly Review

季度回顾

See 
templates/quarterly-review-template.md
for complete format.
Key sections:
  • Progress status per Priority Goal
  • Evidence of progress vs. milestones
  • What's working / what's stalled
  • Adjustments for next quarter
  • Portfolio health check
完整格式请参考
templates/quarterly-review-template.md
。
核心板块：
  • 各优先级目标的进度状态
  • 与里程碑对比的进度证据
  • 有效举措/停滞事项
  • 下一季度调整
  • 整体规划健康检查

Integration with Existing Systems

与现有系统的集成

Obsidian

Obsidian

Storage locations:
Personal_Notes/
└── Reviews/
    ├── Annual/
    │   └── YYYY-Annual-Review.md
    └── Quarterly/
        └── YYYY-QN-Review.md
Frontmatter:
yaml
---
created: {date}
year: {YEAR}
domains: [CIO, Consulting, Product, RealEstate, Financial]
status: Draft | Final
quarterly_reviews:
  - Q1: [[YYYY-Q1-Review]]
  - Q2: null
  - Q3: null
  - Q4: null
---
存储位置：
Personal_Notes/
└── Reviews/
    ├── Annual/
    │   └── YYYY-Annual-Review.md
    └── Quarterly/
        └── YYYY-QN-Review.md
前置元数据：
yaml
---
created: {date}
year: {YEAR}
domains: [CIO, Consulting, Product, RealEstate, Financial]
status: Draft | Final
quarterly_reviews:
  - Q1: [[YYYY-Q1-Review]]
  - Q2: null
  - Q3: null
  - Q4: null
---

OmniFocus

OmniFocus

Project structure:
  • [Domain] - [Goal Name]
    (e.g., "CIO Role - Improve AI Adoption")
  • Tasks for each action (owner/dependencies in notes)
  • Milestones as tasks with Q1/Q2/Q3/Q4 due dates
  • Tags: domain name + "2026 Goals"
项目结构：
  • [Domain] - [Goal Name]
    （例如："CIO Role - Improve AI Adoption"）
  • 每个行动对应的任务（负责人/依赖项在备注中）
  • 里程碑设为带Q1/Q2/Q3/Q4截止日期的任务
  • 标签：领域名称 + "2026 Goals"

Personal User Guide

个人用户指南

Location:
Personal_Notes/Geoffrey/Kris-Hagel-User-Guide.md
Review triggers:
  • Annual review (Phase 6) - comprehensive review
  • Quarterly check-ins - light evidence-based updates
Update approach:
  • Evidence-based: Compare User Guide to review conversation
  • Specific proposals: Point out discrepancies with examples
  • User approval required before editing
位置：
Personal_Notes/Geoffrey/Kris-Hagel-User-Guide.md
评审触发点：
  • 年度回顾（阶段6）- 全面评审
  • 季度跟进 - 基于证据的轻量化更新
更新方法：
  • 循证：对比用户指南与回顾对话
  • 具体建议：指出差异并附上示例
  • 需获得用户批准后方可编辑

Identity-Core Integration

Identity-Core集成

Loads from:
  • ~/Library/Mobile Documents/com~apple~CloudDocs/Geoffrey/knowledge/identity-core.json
References:
  • TELOS mission per domain
  • Constitution values (equity, excellence, empathy, learning, innovation, integrity)
  • Strengths (Input, Significance, Analytical, Achiever, Learner)
  • Personality (Type 3w4, Green-Orange, 0% Blue relationship gap)
  • Decision framework, stress patterns, growth edges
Uses for:
  • Alignment checks in Part 3 (Strategic Direction)
  • Challenge questions in Part 5 (Cross-Domain Integration)
  • Framing success in terms of Mastery + Legacy + Freedom
加载来源：
  • ~/Library/Mobile Documents/com~apple~CloudDocs/Geoffrey/knowledge/identity-core.json
参考内容：
  • 各领域的TELOS使命
  • 核心价值观（公平、卓越、共情、学习、创新、诚信）
  • 优势（输入、重要性、分析、成就、学习者）
  • 人格（3w4型、绿橙色彩、0%蓝色关系短板）
  • 决策框架、压力模式、成长方向
用途：
  • 阶段3（战略方向）中的对齐检查
  • 阶段5（跨领域整合）中的引导问题
  • 以 mastery + legacy + freedom 定义成功

Framework Integration

框架集成

James Clear Systems Focus

James Clear系统聚焦法

Applied in:
  • Success Indicators: Include leading (process) + lagging (outcome) metrics
  • During goal-setting: Ask "What system/habit supports this goal?"
  • Reframe outcome goals → process goals where appropriate
Example:
  • Outcome: "Launch AI voice app"
  • System: "Ship feature every 2 weeks" + "User feedback session biweekly"
应用场景：
  • 成功指标：包含前置（流程）+ 后置（成果）指标
  • 目标设定时：询问"什么系统/习惯能支撑这个目标？"
  • 适当时将成果目标重构为流程目标
示例：
  • 成果："推出AI语音应用"
  • 系统："每2周发布一个功能" + "每2周进行一次用户反馈会话"

Personal Board of Directors

个人顾问团

Included in: Part 5 (Cross-Domain Integration)
Tracks:
  • 4-7 advisors across domains
  • Roles: Connector, Accountability Partner, Futurist, Subject Matter Expert
  • Last consulted date (accountability)
包含在： 阶段5（跨领域整合）
跟踪内容：
  • 各领域的4-7位顾问
  • 角色：连接者、问责伙伴、未来学家、主题专家
  • 上次咨询时间（问责机制）

Life Map (Alex Lieberman)

人生地图（Alex Lieberman）

Maps to 5 domains:
  • Career → CIO Role + Consulting/Speaking
  • Finances → Real Estate + Financial Planning
  • Meaning → Product Development (AI products = legacy)
  • Relationships → Cross-domain question (0% Blue gap)
  • Health → Not covered (note for future expansion)
  • Fun → Not covered (note for future expansion)
对应5个领域：
  • 职业 → CIO角色 + 咨询/演讲
  • 财务 → 房地产 + 财务规划
  • 意义 → 产品开发（AI产品 = 遗产）
  • 关系 → 跨领域问题（0%蓝色短板）
  • 健康 → 未覆盖（标注为未来扩展方向）
  • 乐趣 → 未覆盖（标注为未来扩展方向）

Ideal Lifestyle Costing (Tim Ferriss)

理想生活成本核算（Tim Ferriss）

Optional exercise in: Financial Planning domain
Question: "What does your ideal [year] look like? Cost it out." Use for: Retirement planning milestone
可选练习场景： 财务规划领域
问题： "你的理想[年份]生活是什么样子？核算成本。" 用途： 退休规划里程碑

Error Handling

错误处理

Common Scenarios

常见场景

1. User can't answer "what you will NOT do" (Q5 in Strategic Direction):
  • Response: Use scaffolding questions (see Phase 3)
  • If still stuck: "Let's flag this and come back after Priority Goals are defined."
  • Note in output: "Strategic exclusions to be determined"
2. User has no baseline for Success Indicator:
  • Response: "Can you establish a baseline now? If not, we'll note this as a 'learning year' for baseline setting."
  • Record: Current = "Baseline TBD" → Target = [value]
3. User proposes >3 Priority Goals:
  • Response: "You've listed [N] priorities. Research shows more than 3 means none get focus. Which would you cut?"
  • Enforce: Hard cap at 3 per domain
4. User's goals don't align with strategic direction:
  • Response: "You said your strategic direction was [X], but this goal seems focused on [Y]. Help me see the connection."
  • If misalignment remains: Note in "Potential Misalignments" section for discussion
5. User wants to skip domains:
  • Response: Allow skipping for quarterly check-ins
  • For annual: Recommend covering all 5, but allow "maintenance mode" designation
6. User wants to adjust targets mid-year (quarterly check-in):
  • Response: "What changed? What's the rationale for adjusting?"
  • Record: Original target + Revised target with date/reason
  • Update: OmniFocus milestones if needed
1. 用户无法回答"不做的事"（战略方向阶段的问题5）：
  • 回应： 使用引导问题（见阶段3）
  • 若仍卡住： "我们先标记这一点，确定优先级目标后再回来处理。"
  • 输出标注： "待确定战略排除项"
2. 用户没有成功指标的基线：
  • 回应： "你现在能确定基线吗？如果不能，我们会将此标注为'基线设定学习年'。"
  • 记录： 当前 = "基线待确定" → 目标 = [数值]
3. 用户提出超过3个优先级目标：
  • 回应： "你列出了[N]个目标。研究表明，超过3个优先级意味着没有真正的重点。你会砍掉哪一个？"
  • 强制执行： 每个领域最多3个目标的硬性上限
4. 用户的目标与战略方向不一致：
  • 回应： "你说的战略方向是[X]，但这个目标似乎聚焦于[Y]。帮我理解其中的关联。"
  • 若仍不一致： 标注为"潜在不一致"以供后续讨论
5. 用户想跳过某些领域：
  • 回应： 季度跟进允许跳过
  • 年度回顾： 建议覆盖所有5个领域，但允许标记为"维护模式"
6. 用户想在年中调整目标（季度跟进）：
  • 回应： "发生了什么变化？调整的理由是什么？"
  • 记录： 原始目标 + 修订目标（含日期/理由）
  • 更新： 若目标/行动有变更，更新OmniFocus里程碑

Future Enhancements

未来增强功能

  • Add Health and Fun domains to Life Map coverage
  • Integrate with calendar for automatic quarterly review reminders
  • Add mid-year strategic adjustment session (July)
  • Create visualization dashboard for progress tracking
  • Add retrospective analysis comparing year-over-year patterns
  • Integration with knowledge-manager for automatic preference updates based on goals
  • Add voice AI option for conducting interview (user speaks, Geoffrey transcribes and challenges)
  • 在人生地图覆盖中添加健康和乐趣领域
  • 与日历集成以自动发送季度回顾提醒
  • 添加年中战略调整会话（7月）
  • 创建进度跟踪可视化仪表板
  • 添加年度对比的回顾分析
  • 与知识管理器集成，基于目标自动更新偏好
  • 添加语音AI选项以进行访谈（用户语音输入，Geoffrey转录并引导）

Version History

版本历史

v1.1.0 (2026-01-26)
  • Renamed from strategic-planning-manager to personal-strategic-planning
  • Updated triggers to avoid conflict with organizational planning skill
  • For organizational/K-12 strategic planning, use strategic-planning-manager
v1.0.0 (2026-01-02)
  • Initial release
  • Annual review interview (6 phases)
  • Quarterly check-in interview
  • Obsidian integration (Reviews folder)
  • OmniFocus integration (auto-create projects)
  • Identity-core alignment checks
  • Progressive challenge mechanisms
  • 5-domain structure
v1.1.0（2026-01-26）
  • 从strategic-planning-manager更名为personal-strategic-planning
  • 更新触发条件以避免与组织规划Skill冲突
  • 组织/K-12学区战略规划请使用strategic-planning-manager
v1.0.0（2026-01-02）
  • 初始版本
  • 年度回顾访谈（6阶段）
  • 季度跟进访谈
  • 与Obsidian集成（Reviews文件夹）
  • 与OmniFocus集成（自动创建项目）
  • Identity-core对齐检查
  • 递进式引导机制
  • 5领域结构