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The Objective is qualitative, and the KR’s (most often three) are quantitative.
They are used to focus a group or individual around a bold goal. The objective sets a goal for a set period of time, usually a quarter. The key results tell you if the objective has been met by the end of the time.
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OKRs aren’t just about hitting targets but about learning what you are really capable of. When missing a KR you've learned a ton about what works and what doesn't.
Key results take all that inspirational language and quantifies it.
You create them by asking a simple question “how would we know if we met our objective?”
Often people fail ...
...because they set OKRs at the beginning of the quarter, and then forget about them until the end of the quarter.
Your objective defined in a single sentence should be:
...halfway through your bounded time period.
Changing them dilutes focus, and keeping teams focused is the entire point of the OKR.
Much of the value in OKRs comes from the conversations on what matters, how it will be measured and what it means for the teams who are used to working from their own standards, apart from the business goals.
Individual OKRs are abou...
You are looking for a sweet spot where you are pushing yourself and your team to do bigger things, and where you have a 50/50 shot of failing.
"Never look back unless you are planning to go that way." - Henry David Thoreau
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The OKR (Objectives and Key Results) method helps you decide on and stick to a practical goal and then define what it would look like to have that goal completed.
For example, if you want to read a book a week, the Key Result would be reading 52 books a year, and the Objective can be to ...
OKRs provide a flexible hierarchy of objectives that cascade down through every team and individual. Everyone knows what to focus on. Everyone’s objectives are aligned.
Objectives are inspirational (qualitative) goals that communicate the business outcomes you’re looking to reach. They’re ...
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