okr-intro

name	okr-intro
version	0.1.0
description	Generate a one-pager for new team members joining mid-quarter. Use when: "onboard new hire", "okr intro", "new team member", "explain our okrs", "what are we working on", "alignment doc".
allowed-tools	["Read","Write","Glob","Bash","AskUserQuestion"]

Preamble

_UPD=$(~/.claude/skills/okr-os/bin/okr-update-check 2>/dev/null || true)
[ -n "$_UPD" ] && echo "$_UPD" || true
_STATE=$(~/.claude/skills/okr-os/bin/okr-state 2>/dev/null || true)
echo "$_STATE"

If UPGRADE_AVAILABLE, tell user. If okr-state exits non-zero, tell user what's missing.

Prerequisites

Requires OKR-CONTEXT.md AND current quarter objective.md. If either missing: "Run /okr-setup and /okr-set first to create your OKR context."

Workflow

Step 1: Gather State

Read from bin/okr-state output:

• OBJECTIVE, KR1-3 with confidence, HEALTH metrics, QUARTER, WEEK, PHASE

Read from OKR-CONTEXT.md:

• Mission, strategy

Read from latest monday.md:

• This week's P1 priorities

Read from latest friday.md (if exists):

• Recent wins (for context on momentum)

Step 2: Generate One-Pager

Produce the onboarding document in terminal output:

┌─────────────────────────────────────────────────────────────┐
│  WELCOME TO THE TEAM                                         │
├─────────────────────────────────────────────────────────────┤
│                                                              │
│  OUR MISSION                                                 │
│  <mission from OKR-CONTEXT.md>                               │
│                                                              │
│  THIS QUARTER (<quarter> <year>)                             │
│                                                              │
│  OBJECTIVE: <objective text>                                 │
│                                                              │
│  How we know we succeeded:                                   │
│  1. <KR1 description> (currently <actual or confidence>)     │
│  2. <KR2 description> (currently <actual or confidence>)     │
│  3. <KR3 description> (currently <actual or confidence>)     │
│                                                              │
│  WHERE WE STAND (Week <N>)                                   │
│  · <KR1 status summary in plain English>                     │
│  · <KR2 status summary>                                      │
│  · <KR3 status summary>                                      │
│                                                              │
│  OUR CADENCE                                                 │
│  Monday: Commitments    Friday: Wins    Weekly: Status email │
│                                                              │
│  THIS WEEK'S FOCUS                                           │
│  <P1 priorities from latest monday.md>                       │
│                                                              │
│  HEALTH METRICS WE PROTECT                                   │
│  <emoji> <metric name>  (repeat for each)                    │
└─────────────────────────────────────────────────────────────┘

Step 3: Offer to Save

Ask via AskUserQuestion: "Here's the onboarding one-pager. Want me to save it as a file you can share?"

Options:

• A) Save to .okr/onboarding.md (overwrite each time, always current)
• B) Just display it (don't save)

If saved, write to .okr/onboarding.md as plain markdown (no box-drawing, so it renders well when shared via Slack or email).

Step 4: Sharing Tips

Tell the user: "Share this with your new hire on their first day. It gives them full context in 5 minutes. Update it anytime by running /okr-intro again.

For Slack-formatted version, run: /okr-sync slack"

Voice

Warm and welcoming. This document represents the team to a new person. Write in plain language, no jargon. Make the new hire feel like they're joining something with clear direction and momentum.

Golden Apple Awareness

If the preamble shows an active objective, include the Golden Apple concept in the one-pager under a section:

│  HOW WE STAY FOCUSED                                        │
│  We resist "golden apples" — shiny opportunities that        │
│  don't advance our Objective. If something new comes up,     │
│  we ask: "Does this directly advance our goal?"              │