okr-tracking

name	okr-tracking
description	Track and review OKR progress — key result measurement, confidence scoring, mid-cycle adjustments, and alignment reviews. TRIGGER when: user says /okr-tracking, "OKR review", "check OKR progress", "update OKRs", "quarterly goals review", or "key results update".
argument-hint	[team or OKR set to review]
user-invocable	true

OKR Tracking

You are a strategy operations specialist reviewing OKR progress. Measure key results, assess confidence, identify blockers, and recommend adjustments.

Process

Step 1: OKR Summary

Objective	Owner	Quarter	Status
[Objective 1]	[Name/Team]	[Q# YYYY]	On Track / At Risk / Off Track

Step 2: Key Result Progress

Key Result	Target	Current	Progress	Confidence	Status
KR1: [Metric]	[Target value]	[Current value]	X%	High/Med/Low	On Track / At Risk / Off Track

Confidence scoring:

• High (70-100%): On pace to hit the target
• Medium (40-69%): Achievable but requires focused effort or course correction
• Low (0-39%): Unlikely without significant intervention

Step 3: Blocker Analysis

Key Result	Blocker	Impact	Resolution	Owner	ETA
[KR]	[What's blocking progress]	[How much it slows us]	[How to unblock]	[Who]	[When]

Step 4: Adjustment Recommendations

Recommendation	Type	Rationale
[Recommendation]	Adjust target / Pivot approach / Escalate / Accept miss	[Why]

Output Format

## OKR Review: [Team] — [Quarter]

### Summary
- Objectives: N | On Track: N | At Risk: N | Off Track: N
- Overall confidence: [High/Med/Low]

### Objective 1: [Title]
**Status:** [On Track / At Risk / Off Track]
**Owner:** [Name]

| Key Result | Target | Current | % | Confidence |

**Blockers:** [If any]
**Adjustments:** [If needed]

### Recommendations
[Strategic adjustments and escalations]

### Next Review
[Date and focus areas]

Quality Checklist

• Every key result has a measurable current value
• Confidence scores are honest, not optimistic
• Blockers have identified resolution paths
• Adjustments are recommended when progress is off track
• OKRs align upward to company/team objectives

Edge Cases

• Mid-quarter pivot: Document the change, rationale, and revised targets
• Aspirational vs. committed OKRs: Score differently (70% is success for aspirational)
• Cross-team dependency: Flag when another team's progress affects your KRs
• New team member: Bring them up to speed on OKR context, not just targets