Your OKRs Will Not Save You

OKRs kind of stink. Really. 

Sure. Intel used them. Google uses them. So...

...what's wrong with OKRs?

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→ THEY'RE NOT REAL

You can crush your OKRs and still

entirely miss your revenue & profitability goals.

Measurement of them is often arbitrary.

→ THEY'RE CONFUSING

"Is that an Objective? Sounds like a Key Result?"

"Wait, should they be achievable? No, stretch. Right?!"

"Tie them to compensation, right? No? Why not?"

→ CASCADING COMPLEXITY

OKR 'experts' agree, everyone has to be onboard:

the whole org, everyone's OKRs cascading, all lined up.

Otherwise, well...it doesn't really work. Rrrright.

→ QUARTERLY CHUNKS

You (re)set them every quarter?

Business moves too fast for 4 at-bats per year.

Neither immediate enough, NOR a strategic long-view.

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THERE'S A BETTER WAY.

You can have...

→ A 3-YEAR 'exit strategy,' aligned to...

→ Aggressive-yet-fair ANNUAL objectives, aligned to...

→ A CRITICAL FEW improvement priorities, aligned to...

→ Specific Leading Indicator Metrics, aligned to...

→ Individual Executive Ownership of each...

→ Mapped to a singular dashboard (not a stale PPT)...

→ With wins/misses made CRYSTAL CLEAR...

→ Combined with a MONTHLY Executional Scorecard...

→ A MONTHLY Accountability Framework, and...

→ And a WEEKLY Executional Excellence framework.

Sounds more useful than OKRs, right?

I didn't invent it.

Some amazing folks far smarter,

who have put them to work for far longer

designed and refined the approach.

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Interested in learning more?

▶️ REACH OUT ◀️

And we can have an exploratory chat

about tools and processes I use

as an independent Operating Partner 

to help accelerate $10's Million in Value Creation.