OKR Planning Session

Cómo ejecutarlo

1. 1

   Start with a 10-min context-setting: Review last quarter's OKRs. What was achieved? What was learned?

2. 2

   Individual generation (10 min): each person writes potential objectives on sticky notes — what matters most this quarter?

3. 3

   Cluster and discuss: group similar objectives, identify themes.

4. 4

   Select 2-5 Objectives as a team. Good objectives are inspiring, qualitative, and answer 'where do we want to go?'

5. 5

   For each Objective, generate Key Results: 'How will we know we got there?' Key Results must be measurable outcomes (not tasks or outputs).

6. 6

   Pressure-test each KR: Is it a result or a task? (Bad: 'launch feature X'. Good: '70% of users complete onboarding in <5 min')

7. 7

   Agree on a confidence level for each KR (0-100%). If confidence is >70%, the KR is probably not ambitious enough.

8. 8

   Assign owners and review cadence.

Consejos

• The most common failure: Key Results that are really tasks (outputs) not outcomes. Challenge every 'launch' and 'complete'.

• Aim for 60-70% confidence on KRs. 100% means it's not a stretch; 0% means it's a wish.

• 2-5 objectives maximum per team. More than that means nothing is a priority.

• OKRs set at the top don't cascade down — they inspire upward. Teams set their own OKRs aligned to company direction, not assigned to them.

Variaciones

Moonshot vs. Roofshot OKRs: some teams explicitly define moonshots (aspirational, 40% chance of full achievement) and committed OKRs separately to manage risk.

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