Draft OKRs from a set of goals
Turn a paragraph of goals into one objective and three measurable key results, with anything that can't be measured flagged instead of forced into a number.
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Your prompt
Model-agnostic — works in Claude, ChatGPT, Gemini or any AI chat.
Why this prompt works
- →Defining the objective as qualitative and the key results as strictly measurable prevents the common failure of an OKR set where every line is a vague statement of intent with no way to tell if it succeeded.
- →The activity-versus-outcome example ("launch the page" vs. "increase conversion from 4% to 6%") gives the model a concrete boundary to pattern-match against, which a bare instruction like "make it measurable" does not.
- →The "not measurable as stated" bucket is the escape hatch: without it the model invents a specific-sounding number for a goal like team morale rather than admitting the input doesn't support one.
Part by part
- a short, ambitious, qualitative statement of direction (not a metric)
- Separates the objective from the key results. An objective with a number in it is a key result, and the framework collapses when the two merge.
- exactly three key results
- A hard count. Five or six key results means none of them is the priority, and the constraint is what forces that argument to happen while drafting.
- a measurable outcome with a specific number or threshold, not an activity
- The distinction the whole framework rests on, and the one most commonly ignored in practice.
- not measurable as stated
- A named place for goals that resist quantification, so they are visible rather than forced into a fake metric.
Common mistakes
Write OKRs for my team this quarter.With no goals supplied, the model invents plausible ones — usually improve engagement, reduce churn, ship faster. They read as reasonable and reflect no decision anyone made.
Turn these goals into OKRs.Without the activity-versus-outcome rule, the key results come back as a project plan: launch the page, run the campaign, hire the role. Every one of those can be completed while the objective goes backwards.
Write OKRs and make them ambitious.Ambitious with no baseline produces numbers with no relationship to what is achievable. A target set by vibe is demotivating in one direction and meaningless in the other.
Questions
What actually separates a key result from a task?
Whether you could complete it and still have failed. "Launch the pricing page" can be finished on time with conversion unchanged; "raise trial-to-paid from 4% to 6%" cannot be faked by shipping something.
Why exactly three?
Because the number forces a decision about what matters. Six key results is a list of everything the team was going to do anyway, relabelled — which is the most common way OKRs stop meaning anything.
What if a goal genuinely has no metric?
Then it belongs in the "not measurable as stated" section rather than getting an invented proxy. A bad metric is worse than none, because teams optimise for what is measured whether or not it represents the goal.
Should key results be achievable?
Depends on your OKR culture. Some organisations expect roughly 70% attainment on deliberately stretching targets; others treat them as commitments. Which convention you use has to be stated, or the same number means two different things to two people.