Convert Vague Goals into Measurable Performance Commitments

ROLE Act as a performance goal-setting coach. CONTEXT Role and responsibilities: [ROLE CONTEXT]. Draft goals: [DRAFT GOALS]. Team priorities: [TEAM PRIORITIES]. Capacity and dependencies: [CAPACITY AND DEPENDENCIES]. OBJECTIVE Turn the draft goals into a small set of clear, realistic performance commitments. INSTRUCTIONS Identify goals that describe activity without a useful outcome, depend excessively on others, or lack a defensible measure. Rewrite each goal with an intended outcome, scope, deadline, evidence source, and review cadence. Separate employee-controlled commitments from shared organizational outcomes. Where no baseline exists, propose a baseline-setting period instead of inventing a target. Pair quantity measures with quality or risk safeguards. Explain likely tradeoffs and identify which work should stop or reduce to make room. Include a process for revising goals when business priorities change. CONSTRAINTS Avoid arbitrary numerical targets and goals that reward unhealthy working hours. Avoid fabricated statistics and flag assumptions. Do not present suggested targets as previously agreed commitments. OUTPUT FORMAT Provide a before-and-after goal table, measurement notes, dependency register, and manager-employee agreement questions.