Should Executives Write OKRs for the Entire Organization?

When a company first introduces Objectives and Key Results (OKRs), it’s natural to look to leadership for direction.

But does that mean executives should write OKRs for the entire organization?
The short answer: no — but they should absolutely lead the way.

In this article, we’ll explore the role of executives in the OKR process, why top-down goal-setting doesn’t work, and how to strike the right balance between alignment and autonomy.

Why Leadership Matters in OKRs

Let’s start with what executives should do.

Executives play a critical role in setting the strategic direction of the company. They define what matters most over the next quarter, year, or business cycle. Their role is to:

• Set company-wide Objectives that reflect long-term priorities
• Communicate why those goals matter
• Create clarity about what success looks like

By doing this, they give the organization a north star — and allow teams to contribute meaningfully.

The Pitfalls of Top-Down OKRs

While executive involvement is essential, writing OKRs for every team is rarely effective. Here’s why:

1. It kills ownership

When goals are handed down without input, teams feel like task-takers — not problem-solvers. Engagement drops, and people are less likely to take initiative.

2. It ignores frontline insight

The best Key Results are grounded in data and day-to-day experience. Teams know what’s realistic, what’s ambitious, and where real impact lies. If OKRs are dictated from the top, this knowledge is lost.

3. It creates bottlenecks

If executives are responsible for writing every team’s OKRs, the process slows down. Teams wait for direction instead of taking action.

What Executives Should Do Instead

Rather than writing every OKR, leaders should focus on enabling OKRs. That means:

1. Set Strategic Objectives at the Company Level

Executives define the overarching priorities: the 3–5 big bets for the quarter or year. These could be about entering a new market, improving customer satisfaction, or launching a major initiative.

These Objectives provide a shared direction for all departments.

2. Empower Teams to Set Their Own Key Results

Once the company-level Objectives are in place, teams should write their own OKRs that ladder up to those goals.

For example:

Company Objective:
"Delight customers with world-class support."

Marketing OKR:
"Increase customer advocacy by improving email NPS from 40 to 55."

Support OKR:
"Reduce first-response time to under 30 minutes for 90% of tickets."

Each team connects its impact to the broader strategy — but defines how to get there.

3. Facilitate Alignment, Not Control

Executives should create space for teams to present their proposed OKRs, offer feedback, and ensure alignment across departments. This collaborative approach fosters buy-in while preventing silos.

When Executives May Need to Step In

In some cases, especially during an OKR rollout or in high-stakes initiatives, executives may need to provide more hands-on support:

• For new teams: Help guide the first OKR drafts and model best practices.
• In a crisis: When time is limited, more top-down structure may be necessary.
• When alignment is missing: If team OKRs drift too far from strategy, leaders can redirect.

But even then, the goal is to coach, not control.

How to Create a Culture of OKR Ownership

To scale OKRs successfully, executives must shift from being authors to being enablers.

Here’s how:

• Invest in OKR training across all levels
• Create templates, examples, and clear expectations
• Encourage transparency — publish OKRs company-wide
• Celebrate teams that take ownership and iterate

OKRs are not just a tool for performance — they’re a tool for culture.
When everyone contributes to setting the direction, alignment becomes natural.

Final Thoughts: Lead with Vision, Not Micromanagement

Executives should absolutely shape the organization’s goals — but they shouldn't write every line.

Their power lies in setting the vision, enabling ownership, and ensuring clarity across teams.

The result?
A more motivated, aligned, and high-performing organization.

Want to Equip Your Leaders for Effective OKR Rollouts?

Our team helps executive teams define strategy and build scalable OKR systems that drive results.‍

Book a free consultation to align your leadership and empower your teams — the right way.

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