How do we go about implementing OKRs at our organisation?

1. 60-70% of OKRs are 'committed' OKRs where the objectives are assigned (like growing sales revenue to $1 million) and the key results can evolve ($200k from a particular region, upsell to increase from 2% to 5% etc.)

2. The rest are 'aspirational' - the first question to ask is, do you need aspirational goals or will committed ones do?

In addition, OKRs need to be de-linked from conventional ratings and performance processes. For example, you need to have continuous feedback like in a football game.

Objective (for a defender): No goals to be scored by the opposition

Key Results:

• press their striker to go wide instead of centrally and close to the goal
• tackle outside the penalty box to win the ball back
• pass the ball to the nearest midfielder to set up attacks

Aspirational goals: be in the right position to score. It's not a defender's primary responsibility, but will be a huge win for the team if they do.

As the manager, you need to shout out instructions in real-time to help the player to readjust. And if the other team scores first, you might change your goals in real-time by asking your defenders to throw caution to the wind and attack instead.