[tonioab]

80% of the value of OKRs is in the discussions they create, not in the actual list of OKRs that is produced in the process. The more an organization focuses on the technical aspects of producing a perfect OKR list or on "grading" the OKRs, the less value they will have.

In particular, the "KR" part - quantifiable outcomes for the goals - usually helps in clarifying vague projects or ideas that may otherwise harm the team's focus.

It's similar to the famous Warren Buffett's advice on identifying your priorities: pick 20 ideas you have and identify the top 5 goals that you absolutely want to get done; then, throw away the other 15 goals and make sure that you never get tempted to work on them.

[121789]

Yeah, I agree with this. It's like writing a summary study sheet before an exam...the actual sheet is not that useful, but the work that went into it is. I've found OKRs to be pretty good for clarifying focus areas, both in my org and for personal development. Both the Os and the KRs will frequently change, but good managers/orgs don't really care about granular tracking