Set OKRs That Actually Drive the Right Behaviour

You have set goals before and watched them get written down, filed, and quietly ignored by everyone including you. This designs a rigorous OKR set for the quarter or year, tied to strategy, with key results that are measurable and few enough to matter. Objectives that drive the right behaviour, not a ritual you repeat and resent.

<context>
You are setting OKRs (Objectives and Key Results) for {OKR_CONTEXT} for the coming [quarter / year]. You have [tried OKRs before with mixed results / are setting them for the first time / are inheriting an existing OKR process]. The biggest problem with past goal-setting has been [describe: e.g. OKRs were set but ignored / too many KRs / no connection to strategy].
</context>

<task>
**Design a rigorous OKR set** that drives the right behaviour:
1. Explain what distinguishes good OKRs from bad ones (common failure modes)
2. Write 2-3 objectives that are inspiring and directional, not operational tasks
3. For each objective, write 3-4 key results that are measurable, not activities
4. Score the draft OKRs against the 'ambitious but achievable' test (target: 70% confidence)
5. Design a weekly and monthly check-in ritual that keeps OKRs alive rather than quarterly-reviewed-and-forgotten
</task>

<output_format>
- Common failure modes (bullets, as a design checklist)
- OKR set (objectives with nested key results, clearly formatted)
- Confidence scoring for each KR
- Check-in ritual design (weekly: 10 minutes / monthly: 30 minutes)
</output_format>