The OKR methodology is a collaborative, goal-setting framework that helps teams reach their goals through measurable results. In “Measure What Matters,” author John Doerr states how we should be setting OKRs:
Objectives need to be clear, inspiring, and easy to rally around. The golden rule of writing Objectives is that any reasonable person should be able to understand the Objective’s aim and motivation at a glance. Think of your objective as a strategic theme, a qualitative statement of what is to be achieved. An objective should be significant, concrete, and action oriented, designed to propel the organization in the desired direction.
A Key Result (KR) is measurable and verifiable; there’s always a black and white answer whether it’s achieved. Setting around three KRs for an Objective is a reasonable place to start, and you’ll want a specific person to l be accountable to its success.
OKRs are a statement of intent by any team in your organization. It’s a public way of announcing what the team is going to work on and who will be accountable for its success or failure. At the company level, OKRs act as a north star for your business-- goals that are counting on efforts from every level of the business. Setting company OKRs allows individual teams to set goals that help drive those overarching objectives while preserving their autonomy and enabling their own development and growth.
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