Diagnose before you prescribe

The OKR Challenge Diagnostic

Work through three short steps. The diagnostic names the pattern underneath the challenges you pick, shows what usually sits beneath each one, and is honest about what OKRs will not fix on their own.

STEP 1 OF 3
Focus of the diagnostic
01

What should the diagnostic look at

Pick the level you want to diagnose. It shapes the scope of the result and the suggested next step.

The whole organization
One department or several teams
A single team
The leadership team
Recognize the challenges
02

Which challenges do you recognize

Pick the ones that hurt most, up to six. A shorter, sharper selection gives a clearer diagnosis.

0/6 SELECTED
Direction
Strategy is unclear or not understood outside the leadership team
Too many priorities; everything is urgent and nothing gets finished
Priorities change so often that teams lose direction
Alignment
Departments work in silos; work is duplicated or blocked across teams
Team goals do not visibly connect to organization goals
Execution
Plans are made but execution stalls after a few weeks
Ownership is unclear; tasks fall between roles
Meetings report status, but decisions and follow-through are missing
Culture
People do not see how their work matters; engagement is low
Teams set safe targets and avoid ambition
Measurement
Everyone is busy, but the impact of the work is unclear
Progress is not measured, or the data arrives too late to act on
Current goal practice
03

How are goals managed today

This tells the diagnostic whether you are starting fresh, tuning a live system, or relaunching after a stall.

No formal goal system
KPIs or targets, mostly set top-down
OKRs were attempted; the program stalled
OKRs are running today