Why OKRs Matter When Change Demands Alignment

If you have a need to align the organization, because something is changing, your strategy is shifting, your markets are shifting, some change is there and you need to be agile and you need to be adaptive, then OKRs should be in your consideration list. Then if you want to drive accountability without micromanaging, accountability on outcomes instead of outputs. I hate managing on to-do lists. I try and hire adults that are responsible for outcomes. Doesn't always work, but luckily in most cases, and I have a fantastic team that is able to be managed with outcomes. We align on, okay, these are the few things that we want to drive change towards, and then people are holding themselves and each other accountable. If that's a problem in your organization, and I don't know many organizations where that isn't a problem, then you should really, really think about OKRs.