# Kpi Dashboard > ACTIVATE when building executive dashboards, tracking business metrics, creating executive scorecards, monitoring organizational KPIs, setting up health metrics, building dashboards for real-time monitoring, or establishing systems to track and measure business performance. Critical for any executive who needs to monitor company health, make data-driven decisions, or track progress toward strateg… - **Type:** Skill - **Install:** `agentstack add skill-w95-awesome-claude-corporate-skills-kpi-dashboard` - **Verified:** Yes — security-reviewed for prompt injection and unsafe behavior - **Seller:** [w95](https://agentstack.voostack.com/s/w95) - **Installs:** 0 - **Category:** [AI & ML](https://agentstack.voostack.com/c/ai-and-ml) - **Latest version:** 0.1.0 - **License:** MIT - **Upstream author:** [w95](https://github.com/w95) - **Source:** https://github.com/w95/awesome-claude-corporate-skills/tree/main/01-executive-leadership/kpi-dashboard ## Install ```sh agentstack add skill-w95-awesome-claude-corporate-skills-kpi-dashboard ``` Requires the [AgentStack CLI](https://agentstack.voostack.com/docs/cli). Works with Claude Code, Cursor, and any MCP-compatible agent. ## About # Executive KPI Dashboard & Metrics Framework ## Overview Executive dashboards are the pulse of the organization—they provide real-time visibility into business performance, enable rapid decision-making, and track progress toward strategic goals. This skill enables you to design comprehensive executive dashboards, select the right KPIs, establish metrics frameworks, create executive scorecards, and build systems for ongoing performance monitoring. Use this skill whenever you need to track business health, monitor key metrics, report on performance, or establish accountability for strategic objectives. ## KPI Dashboard Framework ### Phase 1: Define KPIs & Metrics Architecture **Understand the KPI Hierarchy** ``` COMPANY LEVEL KPIs (5-8 core metrics all executives track) ├── Revenue & Growth ├── Profitability & Unit Economics ├── Customer Metrics ├── Market Position ├── Organizational Health └── Cash & Runway DEPARTMENT LEVEL KPIs (Each department tracks progress against their OKRs) ├── Sales: Pipeline, Win Rate, CAC ├── Marketing: Lead Gen, CAC, Brand Health ├── Product: Feature Adoption, NPS, Retention ├── Operations: Efficiency, Cost Control └── Finance: Cash Burn, Margins, Forecast Accuracy LEADING vs. LAGGING INDICATORS ├── Leading (Predictive): Product Adoption, Pipeline, Churn Early Warning └── Lagging (Outcome): Revenue, Profitability, Customer Satisfaction ``` **Select Company-Level KPIs** Choose 5-8 KPIs that matter most to your business model: **SaaS Company Example:** | KPI | Target | Frequency | Owner | |-----|--------|-----------|-------| | MRR (Monthly Recurring Revenue) | $500K → $1M | Monthly | CFO | | Net Revenue Retention (NRR) | 120%+ | Quarterly | VP Sales | | Customer Acquisition Cost (CAC) | 50 | Quarterly | VP CS | | Rule of 40 (Growth + Profitability) | >40% | Quarterly | CEO | | Cash Runway | 18+ months | Monthly | CFO | **E-Commerce Company Example:** | KPI | Target | Frequency | Owner | |-----|--------|-----------|-------| | GMV (Gross Merchandise Volume) | $10M → $50M | Monthly | CEO | | Average Order Value (AOV) | $75 → $100 | Weekly | VP Merchandising | | Customer Acquisition Cost | 70% (pure platform) | Monthly | CFO | **KPI Selection Framework** For each KPI, answer: - **Why does this matter?** How does it connect to strategic goals? - **Who owns it?** Clear accountability - **What's the target?** Specific, measurable, time-bound - **How do we measure it?** Data source and calculation - **What's the cadence?** Daily, weekly, monthly, quarterly? - **What actions trigger?** When do we escalate or intervene? ### Phase 2: Executive Scorecard Development **Create Monthly Executive Scorecard** A one-page summary of company health: ``` EXECUTIVE SCORECARD - FEBRUARY 2026 ┌─────────────────────────────────────────────────────┐ │ KEY BUSINESS METRICS │ ├─────────────────────────────────────────────────────┤ │ │ │ Revenue: $4.2M │ │ Month: $4.2M | Target: $4.0M | Status: ✓ │ │ YTD: $8.2M | Target: $8.0M | Trend: → │ │ YoY Growth: +35% │ │ │ │ Profitability: +$500K EBITDA │ │ Margin: 12% | Target: 10% | Status: ✓ │ │ Cash Burn: -$200K (positive!) | Runway: 36mo │ │ │ │ Customer Metrics: │ │ New Customers: 120 | Target: 100 | Status: ✓ │ │ Churn Rate: 4.2% | Target: 50 | Status: ✓ │ │ │ │ Unit Economics: │ │ CAC: $28K | Target: 110% | Status: ✓ │ │ │ │ Organizational: │ │ Headcount: 45 | Planned: 50 | Open: 5 │ │ Attrition (YTD): 8% | Target: 60 | Status: ✓ │ │ │ │ Key Risks & Opportunities: │ │ • Large customer up for renewal in Q2 - at risk │ │ • Product launch delayed 2 weeks (on track now) │ │ • Hiring pipeline strong - expect 8 starts in Q1 │ │ • Competitive win against Competitor X this week │ │ │ └─────────────────────────────────────────────────────┘ ``` **Status Indicators:** - ✓ = Green (On track or exceeding target) - ⚠ = Yellow (Slightly off track, need attention) - ✗ = Red (Significantly off track, action required) - → = Trend indicator (improving or declining) **Narrative Summary (200-250 words)** Accompany scorecard with brief narrative: "February was a strong month with revenue ahead of target at $4.2M (+5% vs. plan) driven by [specific reason]. Customer metrics remain healthy with low churn at 4.2% and strong NPS of 52. We're seeing good traction on [initiative], which is contributing to [outcome]. However, we're tracking slightly below headcount plan due to hiring delays in [function]. We expect to close 3 offers in Q1 which should get us back on track. The one concern is [risk]. We're actively [mitigation]. Timeline to resolution is [date]. Key focus for next month: [priority 1], [priority 2], [priority 3]." ### Phase 3: Dashboard Design & Tools **Executive Dashboard Architecture** Build a tiered dashboard system: **Tier 1: CEO/C-Suite Dashboard (1 page)** - 5-8 company KPIs at a glance - Current month + trend vs. prior quarter - Red/yellow/green status - Key risks/opportunities - Action items **Tier 2: Functional Area Dashboards (1 page each)** - Sales Dashboard: Pipeline, conversion, ARR, CAC - Marketing Dashboard: Lead flow, brand metrics, CAC - Product Dashboard: Feature adoption, DAU/MAU, retention - Customer Success: NRR, churn, health score - Finance Dashboard: Cash flow, margins, forecast **Tier 3: Operational Dashboards (detailed)** - Deep dives into specific KPI drivers - Weekly or daily updates for tactical management - Used by functional teams, not executive team **Dashboard Design Best Practices:** **Simplicity:** - One metric per visual (don't overcrowd) - Use color sparingly (only for status or highlights) - Avoid 3D charts or unnecessary decoration - Prioritize clarity over beauty **Actionability:** - Every KPI should trigger a decision or action - Include context: target, trend, variance explanation - Show leading indicators that predict outcomes - Highlight anomalies that need investigation **Frequency:** - CEO dashboard: Daily or weekly (same time each day) - Functional dashboards: Daily or weekly - Don't update constantly (people need time to act on changes) **Tools & Platforms:** **Spreadsheet Dashboards (Excel/Sheets):** - Pros: Flexible, familiar, low friction - Cons: Manual updates, error-prone, hard to scale - Best for: Early stage, 6% Current Status: 6.2% (YELLOW) DECISION RULES: ├─ If churn 6%: ├─ Escalate to executive team ├─ Launch emergency customer outreach ├─ Accelerate product/feature fixes └─ Weekly monitoring until trend reverses ``` **Leading Indicator Early Warning System** Create alerts for metrics that predict problems: ``` Leading Indicators → Predict → Lagging Outcome Declining Feature Adoption (Week 1-2) → Predicts → Churn (Week 4-6) Increasing Support Tickets (Week 1) → Predicts → Negative NPS (Week 2-3) Declining Sales Pipeline (Month 1) → Predicts → Missed Revenue (Month 3) Team Attrition (Individual) → Predicts → Project Delays (Month 2) Slipping Product Launch (Month 1) → Predicts → Missed OKRs (Quarter end) ``` **Metric-Driven Decisions:** Example 1: NPS Declining - Investigate why (analyze feedback) - Identify at-risk customer segment - Launch targeted improvement program - Set 90-day goal to recover - Measure result and iterate Example 2: CAC Increasing - Determine root cause (higher competition? Weaker leads?) - Test new channels or messaging - Improve lead quality at source - Optimize sales process efficiency - Set target and measure improvement Example 3: Churn Increasing - Identify which customers and segments are churning - Conduct exit interviews to understand why - Fix the most common problems - Launch win-back campaign for recoverable customers - Implement health score to catch at-risk customers early ### Phase 6: Communicating Metrics & Creating Accountability **Metrics Communication Strategy** **All-Hands Meeting:** - Share top-line metrics and progress toward annual goals - Celebrate wins, acknowledge challenges - Connect metrics to team's work - Show transparency and trust **Team Meetings:** - Functional teams track their own leading indicator metrics - Connect their work to company outcomes - Celebrate contributions to top-line KPIs - Create healthy competition (transparently) **1-on-1s:** - Discuss how individual's work impacts company KPIs - Set accountability for metrics they influence - Provide real-time feedback on performance - Tie compensation and growth to metric ownership **Compensation Alignment:** Link executive and team compensation to KPI achievement: ``` CEO Compensation: ├─ 40%: Company revenue growth target ├─ 30%: Profitability/unit economics target ├─ 20%: Customer satisfaction (NPS, retention) └─ 10%: Organizational health (retention, engagement) VP Sales Compensation: ├─ 60%: Revenue/ARR target ├─ 20%: Win rate improvement └─ 20%: Sales productivity (CAC reduction) VP Product Compensation: ├─ 40%: Feature adoption targets ├─ 30%: Customer satisfaction (NPS, retention) ├─ 20%: Product roadmap execution └─ 10%: Engineering velocity/quality ``` ## Templates & Tools ### Quarterly Metrics Review Agenda ``` QUARTERLY METRICS & KPI REVIEW Duration: 2 hours Attendees: C-Suite + Key Functional Leaders 0:00-0:15 | Scorecard Review | Overview of quarterly performance vs. targets 0:15-0:35 | Deep Dive: Top Opportunities | [KPI 1] exceeding targets - how to sustain? | [KPI 2] exceeding targets - how to sustain? 0:35-0:55 | Deep Dive: Top Risks | [KPI 1] below targets - root cause analysis | [KPI 2] below targets - root cause analysis 0:55-1:15 | Action Planning | Decisions and actions for next quarter | Resource allocation and priority shifts 1:15-1:45 | OKR-to-KPI Alignment | How are leading indicators tracking vs. OKRs? | Forecast end-of-quarter achievement | Identify mid-course corrections needed 1:45-2:00 | Next Steps & Accountability | Who owns each action item | Review date and format | Communication to broader team ``` ### KPI Documentation Template ``` KPI NAME: [e.g., Net Revenue Retention] Owner: [Department head] Definition: [Clear calculation method] Target: [Numeric goal with timeframe] Current Status: [Latest value and trend] Data Source: [System/tool providing data] Update Frequency: [Daily/Weekly/Monthly] Strategic Link: [Which OKR or goal does this support?] Calculation Method: [Detailed formula showing how metric is calculated] Factors Influencing This KPI: • [Factor 1] - can we influence this? • [Factor 2] - can we influence this? Historical Trend: [Chart or table showing 12+ months of history] Benchmark/Context: [Industry benchmark, competitor data, or peer comparison] Decision Rules: IF [metric] [threshold] THEN [action] Improvement Plan (if below target): [Specific actions to improve this metric] [Owner and timeline] [Expected impact] ``` ## Key Takeaways - Select 5-8 company-level KPIs that matter most to your business model - Build tiered dashboards: CEO, functional, operational - Balance leading indicators (predictive) with lagging indicators (outcome) - Create decision rules for when to take action on metrics - Review metrics monthly with clear variance analysis - Communicate metrics transparently to build accountability - Link compensation and bonuses to KPI achievement - Use metrics to inform strategy and OKR changes - Monitor trends, not just absolute numbers - Create alignment between operational KPIs and strategic OKRs Use this skill to create organizational visibility into company health, drive data-informed decisions, and maintain accountability for strategic execution. ## Source & license This open-source skill is cataloged on AgentStack and links to its original source — we do not rehost the code. - **Author:** [w95](https://github.com/w95) - **Source:** [w95/awesome-claude-corporate-skills](https://github.com/w95/awesome-claude-corporate-skills) - **License:** MIT Install and usage instructions live in the source repository linked above. ## Pricing - **Free** — Free ## Security capabilities Automated source analysis of v0.1.0 — what this tool can access: - **Network access:** no - **Filesystem access:** no - **Shell / process execution:** no - **Environment & secrets:** no - **Dynamic code execution:** no *"Yes" means the capability is present in the source — more access means more to trust, not that it is unsafe.* ## Versions - **0.1.0** — security scan: passed — Imported from the upstream source. ## Links - Listing page: https://agentstack.voostack.com/l/skill-w95-awesome-claude-corporate-skills-kpi-dashboard - Seller: https://agentstack.voostack.com/s/w95 - Browse the marketplace: https://agentstack.voostack.com/browse --- Listed on AgentStack — the marketplace for AI agent skills and MCP servers. Every listing is security-reviewed. Creators keep 70%.