Key takeaways
- Focus on Outcomes, Not Activities: Stop confusing “doing stuff” with achieving results. An OKR isn’t a task like “implementing a CRM”; it’s the result you want, like “improving lead conversion from 12% to 20%.” If your goal is just a to-do list item, it’s not an outcome.
- Adopt the 70-20-10 Learning Model: Real growth happens on the job, not in a classroom. Ensure 70% of your team’s development comes from stretch assignments and 20% from coaching, leaving only 10% for formal training. Build development into the daily work, not outside of it.
- Bridge the Gap Between Goals and Skills: A KPI is a wish if your team doesn’t have the skills to hit it. Every time you set a target (the “What”), you must immediately map out a development plan (the “How”) to ensure your people have the technical or behavioral tools required to reach the finish line.
Table of Contents
👉 Try my ChatGPT for KPIs, OKRs and IDPs
Too often I see managers trapped in a goal-setting dilemma that kills focus. The typical framework pushes them to choose between two unhelpful extremes: setting overly ambitious, wide-ranging goals that feel disconnected from day-to-day reality, or defaulting to a list of hyper-specific, narrow tasks. I created this ChatGPT for KPIs, OKRs, and IDPs as part of my custom manager tools for managers. You can access all my Manager Tools from Monday Simon website.
From vague goals to SMART KPIs
Let’s say you manage a production team and your company wants “better efficiency.” Great. But what does that mean?
You can write in the ChatGPT assistant:
“Help me create 3 SMART KPIs for production efficiency.”
The ChatGPT for KPIs and managers might guide you to something like:
- Reduce machine downtime from 8% to 5% by Q4.
- Increase first-pass yield from 92% to 96% within six months.
- Cut unplanned maintenance hours by 15% through proactive checks.
Of course, you need to set your own targets. But the output returns goals that are Specific, Measurable, Achievable, Relevant, and Time-bound.
It seems obvious to be able to write SMART goals, but in practice, it’s easier said than done.
OKRs made simple: focus on outcomes, not tasks
Most OKRs fail because we confuse output with outcome.
“Implement a new CRM system” is an activity.
“Improve lead conversion from 12% to 20%” is an outcome.
When you ask ChatGPT for KPIs and OKRs to “translate my activities into outcome-based OKRs,” it’ll push you to think bigger.
Example:
Objective: Strengthen customer retention.
Key Results examples:
- Increase repeat purchase rate by 10%.
- Reduce response time on support tickets by 30%.
Launch two new client feedback initiatives by the end of Q2.
IDPs: connecting performance and growth
Now let’s talk about development. This is usually the part managers say they “want to do” but never finds time for.
IDPs (Individual Development Plans) are not about sending people to training. They’re about growing capability where it matters most.
And the best IDPs follow the 70 20 10 learning model:
- 70% learning on the job (projects, stretch assignments)
- 20% learning from others (coaching, mentoring)
- 10% formal learning (courses, workshops)
Example:
Let’s say your sales supervisor struggles with negotiation. Instead of “attend a negotiation course,” ChatGPT for Managers might guide you to design an IDP like this:
| Type | Development Action | Timeline |
| 70% | Lead pricing negotiation for two key accounts this quarter | Q1 |
| 20% | Complete the online “Advanced Negotiation Skills” course | Ongoing |
| 10% | Complete online “Advanced Negotiation Skills” course | Before Q2 |
With the ChatGPT for KPIs and IDPs, you will see that practical on the job assignments drive real learning. That’s why I always tell managers: stop sending people to training, start building development into the job.
When “SMART” goals aren’t linked to development
Imagine you set goals like “Increase user engagement by 15%.” You assign it to your content strategist. Six months later, your staff misses the target. Why? Because the goal, while measurable, didn’t account for the skill gap required to achieve it.
Maybe your employee knew how to write content but didn’t know how to analyze the technical SEO and conversion data needed to target high-value users.
My philosophy? Write a goal with an embedded development plan.
Use the ChatGPT for KPIs tool to force the link between the What (the KPI/OKR) and the How (the IDP). The tool is designed to translate your rough business objective into a structured goal and immediately map the required skills to the 70/20/10 development framework:
- 70% (Experience): Challenging assignments and projects tied directly to the goal.
- 20% (Exposure): Coaching, mentoring, and working with others (e.g., shadowing the Sales team).
- 10% (Education): Formal training, courses, or reading.
This framework is manager-friendly and ensures the employee has a clear, actionable plan to close the gap between their current skills and the skills needed for their next-level performance.
Monday morning action plan: create your team goals done in minutes
Here are specific, manager-focused actions you can take immediately:
- Define the Problem/Opportunity.
Don’t start with a goal. Start with the problem the employee needs to solve (e.g., “Customer churn rate is too high”) or the opportunity they need to capture (e.g., “We need to penetrate the European market”). - Input and Generate.
Go to the GPT and feed it the problem/opportunity, the employee’s role, and the current baseline metric.
Ask it to generate an OKR, a supporting KPI, and a 70/20/10 IDP focused on the skill required.
This uses the core strength of ChatGPT for KPIs to give clarity on what success looks like and the exact steps to reach performance.
Access my ChatGPT for KPIs, OKRs, and IDPs
👉 Access my ChatGPT for KPIs, OKRs, and IDPs
Additional ChatGPTs for managers
👉 ChatGPT for one on ones
👉 ChatGPT for competency development
👉 ChatGPT for difficult situations
👉 ChatGPT for job descriptions
If you’re a new manager looking for new manager training, you can explore my practical program designed to help you succeed.
Stay sharp for Monday
Practical resources to help managers lead smarter, faster, and with confidence.
How to Create an Effective Individual Development Plan (IDP)
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How to Master KPIs and OKRs for Team Management
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