to ensure everyone is going in the same direction, with clear priorities, in a constant rhythm

Doerr’s Goal Formula

The structure

The Objectives

The Key Results

separate the OKRs from the activities/tasks that we plan on doing to achieve the OKRs

The initiatives

AGILE GOALS

SIMPLICITY

TRANSPARENCY

NESTED CADENCES

BIDIRECTIONAL GOAL SETTING

AMBITIOUS GOALS: MOONSHOTS AND STRETCH GOALS

DECOUPLING REWARDS

ADOPTING OKR

Using OKR as a task list

Setting too many OKRs or Key Results

Not aligning your OKRs

Set it and Forget it

Setting non-measurable Key Results

Setting OKRs top-down

Creating OKRs in silos

Including OKRs in a compensation formula

Trying to copy Google blindly

For Objectives

For Key Results

OKR Cheat Sheet

Agility

Alignment and cross-functional cooperation

Reduced time and resources for setting goals

Clear communication

Employee engagement

Autonomy and accountability

Focus and discipline

Bolder goals

Describes a model to create a more refined and execution-ready strategy

The executive team then validates the company OKRs, gathering feedback from the team

Teams develop their Tactical OKRs using the bidirectional approach described above

Teams map interdependencies and ensure alignment with other teams and initiatives.

For companies using quarterly OKRs, it is common to review the OKRs halfway down the quarter during a mid-term OKR review

Teams have weekly check-ins to track results and initiatives

CI