Consult with an OKR Coach. If your team fundamentally disagrees on its impact and roles, speak with your uplevel manager to define responsibilities. This is a great finding. Finding out you are misaligned is the first step to refocus.
FAQ in this section
- How can I tell the difference between Aspirational and Committed OKRs?
- How do I balance OKRs?
- Do different departments have their own OKRs?
- How to draw the line between initiatives and results?
- How do I set up an effective OKR?
- Should executives write OKRs for the entire organization?
- How do I write OKRs?
- How many OKRs should I create?
- Should I have individual OKRs or just team OKRs?
- What are linked or aligned OKRs?
- What can help us to prioritize OKRs?
- Should my OKRs be realistic or should they be difficult to achieve?
- How do you set personal OKRs?
- What are stretch goals and should we use them?
- My team can’t agree on our KRs and we’re running out of time at our workshop. What do we do?
- What Key Results should my team use?
- How many OKRs should a team have?
- Are there different types of Key Results?
- Are there different types of Objectives?
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My team can’t agree on our KRs and we’re running out of time at our workshop. What do we do?
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