What is most important for the next three (or six, or twelve) months?
on the handful of initiatives that can make a real difference, deferring less urgent ones.
to those choices in word and deed. By standing firmly behind a few top-line OKRs, they give their teams a compass and a baseline for assessment.
What are our main priorities for the coming period? Where should people concentrate their efforts?
An effective goal-setting system starts with disciplined thinking at the top, with leaders who invest the time and energy to choose what counts.
This Coda doc is designed to help
you and your team
get started with OKRs. If you are new to OKRs or an expert, we recommend taking this process a step at a time.
If you and your team would like to go step-by-step with creating OKRs, start with
OKRs stand for Objectives and Key Results. In this goal-setting system, objectives define what we seek to achieve; key results are how those top-priority goals will be attained with specific, measurable actions within a set time frame. Everyone's goals, from entry level to CEO, are transparent to the entire organization.
The benefits are profound. OKRs surface an organization's most important work. They focus effort and foster coordination. They keep employees on track. They link objectives across silos to unify and strengthen the entire company. Along the way, OKRs enhance workplace satisfaction and boost retention.
Read Google’s OKR Playbook
includes a broad range of first-person accounts that demonstrate the focus, ambition, and explosive growth that OKRs have spurred at so many great organizations.
John shares his take on what makes the difference between success and failure. Telling stories of ambitious leaders and teams, John's keen observations and insights bring light to an oft overlooked aspect of dreaming big.
Dig into more stories and resources at