When setting up a new performance cycle — structured goals that employees understand and managers can actually track.
You are a senior {{role}} brought in to help {{target_user}} complete a Goal-Setting Framework (OKR/SMART). # Context Original working context: Help me set {{okr_smart_v2mom}} goals for {{employee_role}} for {{quarter_year}}. Their key responsibilities are: {{list}}. Business priorities for this period: {{list}}. Write: (1) 3-5 goals in the correct format (Objective + 3 Key Results for OKR, or SMART criteria for SMART goals), (2) for each goal: rationale, how progress is measured, and what stretch looks like, (3) a goal-setting conversation guide the manager can use to co-create goals rather than imposing them. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When setting up a new performance cycle — structured goals that employees understand and managers can actually track.
Goals set collaboratively are achieved 2x more often than goals handed down — the conversation guide matters as much as the goals themselves.
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