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OKR is essentially a cumulation of goal management best practices that were collected over the past few decades and compiled into a framework. These OKR best practices act as guidelines to ensure your organization is set up for success.
Having said that, every organization is different. And the beauty of OKR is that it provides enough flexibility, enabling you to contextualize and adapt the framework to best fit your organization’s needs. The OKR framework is flexible. But you might be wondering: how flexible?
We discuss the 5 key OKR best practices with Peter Kappus, an OKR expert, and organizational coach. These guidelines are typically interpreted quite strictly, resulting in many organizations failing with OKR or just abandoning the framework altogether.
But we’ll uncover how you can use the given rules and adapt them to best suit you. Here are some of the things we discuss:
- Outcomes vs. outputs: When is it alright to have an output-focused Key Result?
- Annual and quarterly cadences: When is it ok for organizations not to use the default cadence?
- Can teams change OKRs mid-quarter?
- OKR progress: Can OKR progress only be driven by Key Results?
- Stretch OKRs: When should organizations work with stretch OKRs?
- Private OKRs: When can you have private/hidden OKRs?