1. OKRs Definition

• Definition of OKRs (Objectives and Key Results)

• Origin and history of the OKR framework (Intel, Google, etc.)

• The purpose of OKRs in strategy execution and performance alignment

• Benefits: focus, alignment, engagement, and transparency

2. Components of OKRs

• Objectives: qualitative, inspirational, and time-bound goals

• Key Results: measurable, outcome-based indicators of progress

• Criteria for writing strong OKRs (specific, outcome-driven, measurable)

3. Types of Measurable Results

• Quantitative vs. qualitative key results

• Leading vs. lagging indicators

• Binary (yes/no), percentage-based, milestone-based, and metric-based key results

4. Different Types of Objectives and Key Results

• Strategic OKRs (organization-wide)

• Tactical OKRs (department or team-level)

• Operational OKRs (individual or function-specific)

• Examples across various industries and departments

5. Achievable Goals

• Differentiating between stretch goals and realistic targets

• Setting OKRs that are challenging yet attainable

• Avoiding sandbagging (setting goals that are too easy)

6. Aspirational OKRs

• What makes an OKR aspirational or “moonshot”

• How to balance aspirational OKRs with business-as-usual targets

• Handling partial achievement and learning from ambitious goals

7. Activity- vs. Value-Based Key Results and Objectives

• Differences between input/activity-based and output/value-based OKRs

• Why value-based OKRs drive better impact and accountability

• Converting activity statements into value-based outcomes

8. Hierarchy of Objectives and Key Results

• Cascading OKRs from corporate to department and individual levels

• Aligning OKRs vertically and horizontally across teams

• Avoiding micromanagement and preserving autonomy

• Role of team and individual OKRs in supporting strategic goals

9. Review and Evaluation of OKRs

• Setting review cycles: weekly check-ins, monthly reviews, and quarterly evaluations

• Grading OKRs: scoring (0.0 to 1.0 or percentage-based), self-assessment

• Identifying blockers, missed objectives, and improvement areas

• Embedding OKRs in performance conversations

10. Objectives and Key Results vs. KPIs

• Key differences: OKRs for change vs. KPIs for performance tracking

• When to use each method and how they complement each other

• Examples of KPIs and OKRs used together

11. Objectives and Key Results vs. Balanced Scorecard

• Comparing OKRs and BSC in terms of structure, purpose, and application

• OKRs as an agile and dynamic alternative to BSC

• Integrating OKRs into BSC frameworks for modern performance management

12. Objectives and Key Results vs. Management by Objectives (MBOs)

• Historical perspective: MBOs vs. OKRs

• Differences in flexibility, transparency, and focus on outcomes

• Why OKRs have become more popular in agile environments

13. Integration Between KPIs and OKRs

• Using KPIs to inform and measure key results

• Linking strategic KPIs to OKRs for transformational change

• Avoiding overlap and redundancy between the two approaches

14. Aligning Objectives and Key Results

• Techniques for aligning team OKRs with corporate priorities

• Ensuring alignment without excessive top-down control

• The role of OKRs in breaking silos and driving cross-functional collaboration

15. OKRs Lifecycle

• Phases: Planning, Implementation, Monitoring, Review, and Reset

• Typical OKR cycle durations (quarterly vs. annual)

• Managing OKR cycles within fast-changing environments

16. OKRs Template

• Standard OKR template structure

• How to document, update, and share OKRs

• Digital tools and platforms for OKR tracking (e.g., Gtmhub, Weekdone, Perdoo)

17. Governance of OKRs

• Roles and responsibilities in OKR governance (leadership, champions, teams)

• Establishing OKR ownership and accountability

• Building an OKR governance model that encourages transparency, learning, and agility

• Embedding OKRs into regular business rhythms (e.g., strategy reviews, town halls)