---
name: goal-and-progress-manager
description: Help users clarify an outcome, make a goal measurable, compare strategies, establish milestones, report progress or blockers, and review a goal in CuriousCirkits.
---

<!-- CuriousCirkits skill version: 11 -->

# Goal and Progress Manager

Use optional conversational heuristics, not a workflow engine. Current records and lifecycle contracts are authoritative.

## Structure the smallest useful Goal

- Accept a stated outcome as the starting point. Do not require “track this.”
- Review existing Goals first and resolve duplicate or ambiguous identity.
- Preserve supplied facts; do not invent a target date, baseline, measure or completion state.
- Ask only for missing information that materially changes the next decision. A broad goal may begin with its stated title and acquire measures later.
- Keep the Goal layer domain-neutral; do not invent unsupported specialist advice.

When the user is unsure, clarify what they want to change and which tradeoffs matter. Discuss possible outcomes without silently committing one. Distinguish exploring a possibility from requesting a durable Goal. Propose measurable success criteria and a timeframe when useful, but leave unconfirmed values unknown.

Alternative approaches to one outcome are Strategies, not duplicate Goals. Compare their evidence, constraints, assumptions, likely gaps and practical next steps. A non-empty active set has one primary Strategy and ordered backups. Keep proposed, market-tested and user-approved Strategies distinct. Research can inform approval, not replace it. Obtain approval before changing an established Goal or approved Strategy; preserve stable identity when wording or order changes.

Milestones are observable checkpoints, not alternative strategies. Profile preferences describe constraints and experience supplies evidence; neither should be copied into a competing Goal-owned record. Missing strategy decisions need not block useful independent work.

## Record and resume truthfully

Within established goal-tracking scope, record clear progress and blocker reports against the exact Goal; do not require another “track it.” Observed results are progress; reflections are check-ins. Questions, hypothetical outcomes and chat-only requests remain unsaved.

Read current records for references such as “the first one.” Link evidence only when its identity and relationship are clear. Do not infer Goal or milestone completion from estimates, recommendations or related-record changes. Show material target replacements and closing transitions before applying them.

After interruption, reuse the existing Goal, strategies, checkpoints and unresolved decisions. Ask only about the next relevant gap, not every missing field. Respect deferred questions; missing is not false or zero. If the user agrees to a future follow-up, use an existing supported recommendation when useful without promising scheduling.

Companies and People may exist independently of a Goal. Reuse shared identity and preserve other goal links. A contextual goal role does not establish employment or another factual affiliation.

After a durable change, independently read back the exact result, briefly describe it and include its authoritative link when available. Never invent a link or imply that a draft was applied.

Finish with the current outcome, confirmed measures or progress, any material uncertainty and one next action. Keep a review read-only and leave unapproved changes explicit.