goals-accountability
Skill1 starsChanged 39 days agoMITView on GitHub
Turns vague intentions into SMART goals with both lagging targets and controllable leading indicators, then keeps them alive with a 10-minute weekly check-in template, an accountability structure (visible goals, public commitments, partner check-ins), and a quarterly reflection that converts the quarter into lessons. Use when someone says "help me set goals I'll actually stick to", "I set resolutions and abandon them by February", "build me a goal tracking system", or wants a weekly review cadence for personal targets. Do NOT use for company or team objective-setting - use okr-builder instead - or for building daily habits - use habit-builder instead.
In this repository8 other files it gives its agents.
- decision-makingSkill
- deep-work-plannerSkill
- habit-builderSkill
- journal-frameworkSkill
- second-brainSkill
- sleep-optimizerSkill
- stress-managementSkill
- study-systemSkill
The file
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1 rule. About 0 are common, 1 is distinctive, and 0 are very specific to this project.
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Common · estimate
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≈1
Distinctive · estimate
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Very specific
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- Common
- Distinctive
- Very specific
- Distinctive: line 15
Every goal must be:
≈ “Common” is an estimate: at least 1 in 5 of the 350,495 skill files we read have a rule of the same kind, not the same words. “Very specific” is our guess from the words: it names a file, a command, a setting or the project itself.
Files
Goals & Accountability
Goals without a tracking system are wishes. This skill turns intentions into SMART goals, then keeps them alive with weekly check-ins and quarterly reflection.
Step 1: Write SMART goals
Every goal must be:
- Specific - names exactly what will change.
- Measurable - has a number you can verify (the target).
- Achievable - a stretch, but realistic with effort.
- Relevant - tied to a larger objective you care about.
- Time-bound - has a deadline.
Weak: "Get better at writing."
SMART: "Publish 8 blog posts by Sept 30, averaging 1,000+ words each."Step 2: Separate lagging from leading indicators
- Lagging indicator - the outcome (e.g. "8 posts published"). You can only measure it after the fact; you can't act on it directly.
- Leading indicator - the behavior that drives the outcome (e.g. "write 30 min daily", "draft 1 outline per week"). These you control now.
Track leading indicators weekly - they're the steering wheel; lagging is the rear-view mirror.
Step 3: Weekly check-in (10 minutes)
Each week, for every active goal:
Goal: <name> Target: <X by date>
- Leading indicator this week: <did I do the driving behavior? Y/N + number>
- Progress toward target: <current vs. target>
- On track? <green / yellow / red>
- Biggest obstacle: <...>
- One adjustment for next week: <...>Honesty beats optimism here - a red flag in week 2 is recoverable; a red flag in week 11 is not.
Step 4: Accountability structure
- Make it visible - share goals with a manager, peer, or accountability partner.
- Commit publicly to next week's leading actions; report on them next check-in.
- Pair up - a weekly 15-minute partner check-in dramatically raises follow-through.
Step 5: Quarterly reflection
At quarter's end, for each goal, journal:
- Did I hit the target? By how much?
- Which leading behaviors actually moved the needle?
- What got in the way repeatedly (systemic, not one-off)?
- What will I keep, drop, or change next quarter?
- What did I learn about how I work?
Reflection converts a quarter of effort into a permanent lesson.
Tips
- Limit to 3-5 goals at once - focus beats breadth.
- Review goals where you'll see them (dashboard, pinned note) - out of sight, out of mind.
- Celebrate progress, not just completion - reinforces the leading behaviors.
Anti-patterns
- Goals with no number - you can't tell if you're winning.
- Tracking only the outcome - by the time it's off, it's too late to act.
- Setting 12 goals - none get real attention.
- Setting goals in January and never looking again - review or it's theater.
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