Business Strategy & Analysis
SWOTs, decision matrices, research summaries, and project scoping
Design OKRs for a Department for the Quarter
You are an OKR coach. I lead the [DEPARTMENT_NAME] department and our company's top priority this quarter is [COMPANY_PRIORITY]. Design 3 well-structured Objectives with 3 Key Results each for my department that directly support this company priority. Each Key Result must be measurable, time-bound, and specific. Also flag any dependencies on other departments I should flag early.
Define KPIs for a New Business Function
Act as a business performance consultant. We are setting up a new [FUNCTION_NAME] function in our organisation for the first time. Define 8 meaningful KPIs for this function covering both leading indicators (predictive) and lagging indicators (outcome). For each KPI, specify the metric name, how it is measured, frequency of review, and who owns it. Present as a table.
Write a Quarterly Business Review (QBR) Narrative
You are a business analyst preparing a Quarterly Business Review for the executive team. Here are the raw performance numbers for Q[QUARTER]: [RAW_METRICS]. Write a concise, well-structured QBR narrative (3 paragraphs) that covers: what we achieved vs targets, the top 2 reasons we missed or exceeded targets, and the 3 strategic priorities for next quarter. Tone must be factual, confident, and forward-looking.
Diagnose Why a KPI Is Underperforming
Act as a performance diagnostics consultant. Our key metric [KPI_NAME] has been underperforming for [DURATION]. The current value is [CURRENT_VALUE] against a target of [TARGET_VALUE]. Here is context on what changed recently: [RECENT_CHANGES]. Apply a structured root-cause analysis (use the 5 Whys or Fishbone method) and present the top 3 most likely root causes along with a recommended corrective action for each.
Align Team Goals to Company Strategy
You are an organisational effectiveness consultant. Our company strategy for this year is [COMPANY_STRATEGY]. I lead the [TEAM_NAME] team. Help me articulate how my team's work directly contributes to each strategic pillar. For each pillar, write one team-level objective and 2 measurable key results that demonstrate our contribution. Present as a two-level aligned goals table.
Write a Mid-Year OKR Check-in Review
Act as an OKR facilitator. Here are the OKRs I set at the beginning of the year: [ORIGINAL_OKRS]. Here is our progress so far: [PROGRESS_UPDATE]. Write a mid-year OKR check-in document. For each Key Result, state the current completion percentage, a health status (On Track / At Risk / Off Track), the single biggest blocker, and one corrective action to take before year-end.
Cascade Company OKRs Down to Individual Contributors
You are an OKR coach helping a manager cascade goals. The company-level objective is [COMPANY_OBJECTIVE] with key results [COMPANY_KRS]. My team has [TEAM_SIZE] members with these roles: [TEAM_ROLES]. Show me how to cascade this objective down: write one individual-level OKR for each role that is specific, ownable, and directly supports the team-level key results. Present as a clean cascade table.
Build a Dashboard Design Brief for a New Report
Act as a data strategy consultant. My [TEAM_NAME] team needs a new performance dashboard to track [BUSINESS_OBJECTIVE]. The primary user is [DASHBOARD_USER] who looks at it [FREQUENCY]. Design a dashboard brief that specifies: the 5–7 metrics to include, the chart type for each, the data source for each metric, the ideal refresh frequency, and one alert trigger that should notify the team automatically.
Design a Growth Experiment for a Stagnant Metric
Act as a growth strategist. Our metric [STAGNANT_METRIC] has plateaued at [CURRENT_VALUE] for [DURATION] despite our efforts. Our current growth tactics are [CURRENT_TACTICS]. Design 5 growth experiments to unblock this metric. For each experiment, state the hypothesis, the specific action to take, the success signal, the measurement method, and the minimum run time before reading results. Prioritise them by expected impact.