A working guide for anyone implementing OKRs in a team or an organisation. Walk the OKR Institute approach phase by phase, see a focused two-to-four-month programme, and find the right support at each stage.
The cycle has four phases. Each states its purpose, the work, who is involved, and the output that must exist before the next phase starts.
One to three objectives per team. Teams that set fewer, better goals consistently outperform those that set many.
A key result measures a change in the world, not the completion of an activity.
Do not link OKR scores to bonuses or appraisal in the first year. It kills ambition in target-setting.
OKRs fail through neglect, not through bad drafting. The check-in is the system.
Every OKR is public inside the organisation, including leadership's.
After the programme, scaling to more teams happens cycle by cycle, wave by wave, facilitated by your internal champions. Each new wave repeats Launch and Execute with training up front.
Book a call with OKR Institute to scope your implementation programme. Bring the outline from the previous section; it is the agenda.
Book a call