Predominantly OKR fails when you are defining outputs instead of outcomes. A great difficulty with striving to learn from books and articles is that one can only assimilate knowledge in relationship to their existing framework of understanding. That is to say, you don’t know what you don’t know. While we can provide some exposure and create awareness through a medium like this, it is our experience gained through practical application that allows us to lead you into capability with guided practice.

As we conclude the introduction to this important key, let’s address the most common question our clients ask: “How do we implement OKRs correctly?”…

Paradoxically, if you try to “implement” OKRs, you’ve already failed. You don’t implement behavior; You shape it. You experiment, you make it your way to (in)validate knowledge, learn from the outcomes and your delivery, and adjust to that new learning.

Yes, OKR requires a high level of commitment and consciousness.

OKR is not a magic recipe. It is neither a deployment nor implementation. It is a highly effective, multi-dimensional, impactful learning system safely leading a synchronized expedition with aligned autonomy to new organizational heights.

Within this guide you’ll find the groundwork for 5 keys to a successful digital remote culture. We advocate clarifying and living the principles that shape needed behaviors. Putting that work into practice with OKR shifts teams FROM (managing activities and outputs) TO experimental discovery synchronizing outcomes, forming a cornerstone that enables a network of self-organized teams to work autonomously progressing toward the objective.