Why You Should Streamline Your OKRs

Implementing OKRs often seems like the perfect way to align your team and drive focus.

But here's the uncomfortable truth: most OKR implementations fail.

Why?

They become overly complex.

Simple scales, complex fails.

I recently spoke with a CEO who shared:

"Our OKRs turned into a giant spreadsheet. Instead of bringing clarity, they created confusion and frustration."

If you’re considering rolling out OKRs, start by piloting them with your leadership team before cascading them company-wide. It's crucial to enforce simplicity from the start.

Let me share an approach that works:

1. Create Constraints

Constraints drive clarity and focus.

Limit each leader to three objectives covering all their work. Each objective should be framed as:

"Help [the profile you're serving] achieve [their goal]"

The only acceptable profiles are prospects, customers, or internal teams.

Limit key results to six total—two per objective.

These constraints encourage deep thought about what truly matters. The output should be simple: clear objectives and key results—nothing more.

2. Work Collaboratively

Once every leader has drafted their objectives, bring the team together to discuss and refine them.

The goal is to share, listen, and iterate in real time. Go around the room, have each leader present their objectives and key results, and hold a discussion for clarifying questions.

This dialogue often uncovers overlaps, gaps, and opportunities for collaboration.

Afterwards, allow ten minutes of quiet time for leaders to refine their objectives based on the feedback. Then, each leader shares their final version. Aim to secure buy-in or schedule a brief follow-up to finalise any remaining details.

This collaborative process not only aligns your leadership team but also fosters shared commitment.

3. Embrace Simplicity

The temptation to add more objectives and key results is real. But as CEO, your role is to simplify, not complicate.

Remember: real strategy is about deciding what not to do.

By enforcing simplicity, you help your team concentrate their efforts on the most critical objectives.

Bottom line: Constraints aren't limitations—they're liberating. They force the tough conversations about what's truly important.

Ensure your OKRs are clear, simple, and focused. If they're not, you know what to do.