| name | goal-definition |
| description | Structure and validate project or business goals using SMART criteria and consulting frameworks. Use when the user needs to (1) define project goals, (2) set OKRs, (3) clarify objectives, (4) validate if a goal is well-defined, (5) break down a vague goal into measurable targets. Produces structured goal documents with success criteria, metrics, and milestones. |
| version | 1.0.0 |
| domain | consulting |
| last_updated | 2026-08-26 |
| status | stable |
Goal Definition
Structure and validate goals using proven consulting frameworks. Turns vague intentions into clear, measurable, actionable objectives.
When To Use
- 用户需要定义项目目标
- 用户需要设定 OKR/KPI
- 用户需要把模糊的目标变成可衡量的指标
- 用户需要验证目标是否合理
- 用户需要拆解大目标为子目标
Tools
| Tool | Purpose |
|---|
update_project_markdown_document | Save goal document to project |
write_project_office_document | Generate goal document as Word/PDF |
Frameworks
SMART Criteria
Every goal must be:
- Specific — 清晰明确，不含歧义
- Measurable — 可量化，有明确指标
- Achievable — 可实现，有资源支撑
- Relevant — 与战略/业务相关
- Time-bound — 有明确截止日期
OKR Structure
- Objective: Qualitative, inspiring, time-bound
- Key Results: 3-5 measurable outcomes (quantitative)
- Initiatives: Specific actions to achieve key results
Consulting Goal Pyramid
Vision (3-5 year)
└── Strategic Goals (annual)
└── Project Goals (quarterly)
└── Sprint Goals (weekly)
└── Task Goals (daily)
Workflow
1. Receive → Get raw goal statement from user
2. Diagnose → Check if goal meets SMART criteria
3. Refine → Ask clarifying questions for gaps
4. Structure → Organize into goal framework
5. Validate → Verify achievability and alignment
6. Output → Produce structured goal document
Output Format
# 目标定义文档
## 🎯 核心目标
**目标陈述**：[一句话清晰描述]
**目标类型**：[战略目标 / 项目目标 / 个人目标]
**时间范围**：[起止日期]
**负责人**：[姓名/角色]
---
## 📊 SMART 检验
| 维度 | 检验项 | 状态 | 说明 |
|------|--------|------|------|
| Specific | 目标是否清晰明确？ | ✅/⚠️/❌ | ... |
| Measurable | 是否有可量化指标？ | ✅/⚠️/❌ | ... |
| Achievable | 是否有资源支撑？ | ✅/⚠️/❌ | ... |
| Relevant | 是否与战略相关？ | ✅/⚠️/❌ | ... |
| Time-bound | 是否有明确截止日期？ | ✅/⚠️/❌ | ... |
**SMART 评分**：X/5
**建议**：[改进建议]
---
## 📈 衡量指标
| 指标 | 当前值 | 目标值 | 数据来源 | 检查频率 |
|------|--------|--------|---------|---------|
| ... | ... | ... | ... | 周/月/季 |
---
## 🏗️ 目标拆解
### 子目标 1：[名称]
- **衡量指标**：[指标]
- **目标值**：[值]
- **截止日期**：[日期]
- **关键动作**：
- [ ] 动作 1
- [ ] 动作 2
### 子目标 2：[名称]
...
---
## ⚠️ 风险与依赖
| 风险/依赖 | 影响 | 缓解措施 |
|----------|------|---------|
| ... | ... | ... |
---
## 🚀 第一步行动
**本周必须完成**：
1. [ ] 行动 1（负责人，截止日期）
2. [ ] 行动 2（负责人，截止日期）
Diagnostic Questions
When the user provides a vague goal, ask these questions:
- 具体化: "这个目标的具体含义是什么？能举个例子吗？"
- 量化: "怎么衡量目标是否达成？用什么指标？"
- 可行性: "现有的资源（人力/预算/时间）能支撑这个目标吗？"
- 相关性: "这个目标与团队/公司的战略方向一致吗？"
- 时间: "这个目标什么时候需要完成？有阶段性里程碑吗？"
OKR Generation
When user asks for OKRs:
## Objective: [鼓舞人心的目标描述]
**时间**：Q[X] 20XX
**负责人**：[姓名]
### Key Results
| # | 关键结果 | 当前值 | 目标值 | 信心指数 |
|---|---------|--------|--------|---------|
| 1 | ... | ... | ... | X/10 |
| 2 | ... | ... | ... | X/10 |
| 3 | ... | ... | ... | X/10 |
### Initiatives
| # | 关键动作 | 负责人 | 预计完成 |
|---|---------|--------|---------|
| 1 | ... | ... | ... |
| 2 | ... | ... | ... |
Saving
After generating goal document, offer to save:
- As Markdown:
update_project_markdown_document
- As Word:
write_project_office_document (file_type=docx)
Capability Upgrade
Mode Selection
- Quick: 把模糊目标改写成 3-5 条 SMART 目标。
- Standard: 输出目标树、成功指标、责任人、里程碑和验收标准。
- Deep: 结合项目背景、客户战略、约束、历史目标和当前待办，形成可执行 OKR / 项目目标体系。
Goal Quality Logic
目标必须回答：为什么要做、做到什么程度、谁负责、何时完成、如何衡量、依赖什么、失败信号是什么。缺少衡量方式的目标不能进入最终版。
Quality Gates
Consulting Excellence Layer
From Problem Tree to Goal Tree
Do not define goals in isolation. Start from:
Problem → Root cause → Desired business outcome → Success metric → Initiative → Owner → Milestone
This prevents goals from becoming slogans.
Goal System
For consulting projects, create a goal system with four levels:
| Level | Question | Example |
|---|
| North Star | What outcome matters most? | 提升会员生命周期价值 |
| Outcome Metrics | How will success be measured? | 复购率、客单价、流失率 |
| Initiative Goals | What work changes the outcome? | 建立会员分层和触达机制 |
| Operating Metrics | How do we track execution? | 标签覆盖率、活动响应率 |
Trade-off Clarification
Ask or infer trade-offs:
- Speed vs accuracy.
- Growth vs margin.
- Standardization vs flexibility.
- Automation vs human review.
- Short-term delivery vs capability building.
Output Standard
Final goal documents should include goal statement, rationale, metric definition, baseline, target, owner, milestone, dependency, risk, and acceptance criteria.
Deliverable Catalog
| Deliverable | When to use | Minimum content | Format |
|---|
| Goal clarification memo | 用户目标模糊 | 原始目标、问题、重写目标、假设和待确认问题 | Markdown |
| Problem-to-goal tree | 需要从问题推导目标 | 症状、根因、业务结果、目标、指标、举措 | Markdown / PPT |
| OKR sheet | 团队执行管理 | Objective、KR、owner、baseline、target、confidence | Excel / Markdown |
| Success metrics dictionary | 指标口径不清 | 指标定义、口径、数据源、频率、责任人 | Excel / Markdown |
| Scope boundary statement | 防止范围蔓延 | In scope、out of scope、依赖、假设、变更机制 | Markdown / Word |
| Acceptance criteria | 验收交付物 | 交付物、验收条件、证据、审批人、截止日期 | Markdown |
| Milestone plan | 转入执行 | 阶段、里程碑、任务、owner、依赖、风险 | Excel / Tasks |
| Project backlog seed | 需要进入任务系统 | Epic、任务、优先级、责任人、状态、下一步 | Tasks / Markdown |
