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OKR is a framework, but it is also a learning process that often involves a fundamental shift in how people think about and measure the work they do, moving away from a focus on output and towards a focus on outcomes. The Ambassador’s role is to ensure that everyone who will be using OKR, is properly trained, engaged, and has ongoing help and guidance when they need it. This person is usually called the Ambassador. For it to be successful, the implementation and management of OKR should have an owner within the organization. For most organizations, OKR solves the challenge of implementing and executing strategy in a way that’s clear to all employees, transparent and measurable.

You either meet a key result’s requirements or you do not.īefore you start using OKR it is important to have a clear understanding of the challenge you want it to solve, and the benefits you expect it to bring.

Key Results are measurable and verifiable. When properly designed and deployed, they are a vaccine against fuzzy thinking-and fuzzy execution. They can also work for personal goals and can even be used by individuals to get things done at places where senior leadership does not use them.īy definition, objectives are significant, concrete, action-oriented, and inspirational. Whether talking about office operations, software engineering, nonprofits or more, OKRs work the same for setting goals throughout many company levels. OKRs are how you track progress, create alignment, and encourage engagement around measurable goals. It is a collaborative goal-setting tool used by teams and individuals to set challenging, ambitious goals with measurable results. The definition of OKR is Objectives and Key Results.

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