Setting goals and objectives with OKRs is a good strategy. They work by providing a simple framework for tracking progress against those goals, while also allowing you to see how close you are to your ideal end state. OKRs are the heart of any good goal-setting process, and they can help you reach your goals in a more efficient manner than before. In this article, we’ll discuss what OKR is and how it can help with setting goals on both personal and professional levels!

What Are OKRs?

OKRs are a way to set goals that are more likely to be achieved. They assist you in maintaining focus on what matters, and they can help your team maintain the unity of purpose.

OKRs also help you stay focused on the right things by providing clarity about what it means to achieve each goal. For example, if a company sets a monthly revenue target of $1 million but doesn’t have any plans in place for how this will be achieved (i.e., no marketing campaigns), then they won’t know whether they’re moving towards their objective or not and this uncertainty may make them less likely than other companies with more defined objectives reach their goals!

What Do OKRs Look Like?

OKRs are a set of three to five objectives and key results that you’ll use to anchor your team’s goals. They can be broken down into categories, such as “Customer Acquisition” and “Revenue.”

When setting up an OKR, it’s important to think about the following:

  • What is the time frame for this objective? (For example, will this be completed within one month?)
  • Who is responsible for each objective? Are there multiple people who will work on different aspects of this goal at different times or are there just two people working together on everything?

So how do we make sure all these things come together without having any confusion in our minds when we’re writing out our OKRs? We use a simple grid template with columns labeled “objectives,” “key results” and then some notes about how we want them organized internally before moving onto the next step which involves assigning names/titles or roles so everyone knows exactly what needs doing when!

Goals and Objectives: The Difference

Goals are the outcome of a well-defined strategy. Let’s say you start a task with an objective to make as much money as possible, but it takes you two months to finish the project. At first, your objective was met you made more than $200k in revenue for your company. However, now that it’s done and ready for release on time (which is good!), what are you going to do?

Objectives are steps taken toward achieving goals. If the goal is “to make $200k per month by October 1st,” then an objective could be something like “Get paid invoices out within 24 hours.” An OKR is a combination of both objectives and goals it will have both numbers (i.e., revenues) attached as well as steps necessary towards reaching those numbers.

Remember These Principles When Setting Your Objectives

  • SMART. Objectives should be specific, measurable, and realistic. They should also be relevant to your company’s strategy and be actionable so you can measure progress against them.
  • Measurable. Your objectives should have quantifiable metrics that you can use to track performance over time.
  • Challenging but achievable: You don’t want your goals so lofty that they’re unattainable but also not too easy that it’s pointless for you to do anything at all!
  • Aligned with your company’s strategy: If an objective does not align with its overall goal then this could cause confusion on what is actually being achieved by the organization as a whole which ultimately leads back into the previous point about being clear about what needs doing first before setting any further goals in order to make progress towards achieving each one individually through execution rather than just relying solely upon theory when making decisions regarding where things stand currently versus where things might go based upon past experiences alone without context around those decisions made today.”

Key Results are the Heart of OKRs

They’re measurable, time-bound, and have a specific impact on the business. Key Results should be specific and clear, but not too detailed. They should also be ambitious, but not unrealistic in what they hope to achieve.

OKRs can help you achieve your goals by providing structure for decision-making at all levels across an organization or team. The process helps everyone understand what’s important so that everyone knows how to get things done effectively together. As one team even if some people may not have been directly involved with creating those goals originally!

How To Make Sure You Can Reach Your Objectives and Key Results

OKRs are a good way to set goals and objectives. They’re more flexible than traditional goals, allowing you to set goals that are more specific than traditional ones. But they also allow for flexibility in terms of when those objectives need to be achieved. This makes it easier for organizations because the focus shifts away from just reaching one specific date. At one point in time instead, there’s an expectation that everything should be done well beforehand. So that when push comes to shove nothing will slow down progress toward mission success!

Even if you have never heard of OKRs, they can help you set goals.

The idea behind them is simple break down your big picture into smaller chunks that are easier to attain and track. For example, instead of trying to achieve a goal like “I will become an author” or “I will be able to write a book”. Make it simpler by saying something like “I want my first novel published by 2020.” This makes it easier for you to see progress and allows growth over time as well you don’t need all those years between now and then!

OKRs also allow us to set ourselves up for success in many ways:

  • They give us clarity on what needs doing first. If we know exactly which step(s) leads up from where we currently are (e.g. writing one chapter/page/paragraph). Then there’s no room left for doubt about whether or not this particular step is important enough. If it isn’t part of our plan yet but should be considered later down the line anyway. Because research has shown such-and-such works best under certain circumstances well then at least now everything stays organized!
  • They help us stay focused on just those things that matter most while ignoring distractions like email inboxes full of unread messages. From friends asking why someone hasn’t contacted them recently enough.

Using OKRs can help you set better, more successful goals

OKRs are a great way to set goals that are easy to measure and track. This allows you to see how well your team is doing at achieving those goals. This means it’s easier for them to know if they need improvement or if all is going well.

When people use OKRs as their primary method of goal setting. They tend to focus on the most important outcome from each stage in the process. This helps them avoid getting bogged down by minutiae and allows them. To focus on what matters most for their success at work or life outside of work!


We’ve seen how OKRs can help you prioritize and plan your goals. In order to set OKR goals that will align with your company’s mission, it’s important to be clear about what success looks like for you. This means having clear objectives and key results so they can guide all of the other decisions in your organization.


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