We can thank Google for making OKRs popular, but you don't have to follow their rules.
Don't get so obsessed about Key Results that you forget about your Objectives.
OKRs without goal-tracking is just a big expensive workshop
Don't try to be right—it's expensive. Instead, strive to minimize the cost of being wrong.
We have specialized tools for everything we do at work, why not your OKRs?
There are a few documents that are key to create a culture where outcomes are at the center. Quite often, it simply boils down to extract existing knowledge in a structured way.
A lot of meetings could be replaced by emails, but there are a few must-have rituals that will drastically improve collaboration.
Startups need to be focused and flexible. OKRs can help a lot with the former, but they'll quickly stiffen your team if you start cascading your goals.
You can't just throw OKRs in a spreadsheet and expect your team to be outcome-driven. You need first to get the right culture to create an environment where teams can iterate to reach their goals.
There's a lot that we can learn from software teams to improve the OKRs process.
You need to focus on value rather than deadlines for OKRs to be successful. Adopting a Now, Next, Later format for your roadmaps is a simple way to achieve that.