You set an Objective (develop a skill X). Then you decide on what level you want to reach and what are the things you need to do to get there.
Don’t forget that all KRs should be measurable and tie into the goal.
For instance, when learning HTML set a KR “Finish an online course” with % based metric. But it could also be “read 5 books on the topic.”
If you need OKRs for an entire administration, you need to look at two things:
- What is the goals for the office (team goals)?
- What are the individual goals that people do, to achieve the team goals?
If you answer the first question, you can set it as the goal for the office and tie the individual goals in as key results for the office.
There is the OKRexamples page. While, these are not 100% real, they are strongly based on real objectives and key results. And there is OKRtemplates that has real examples on how OKRs can be set up in different teams and on different levels.
http://okrtemplates.com/ offers various templates and examples for setting up personal, team, or company level OKRa.
It’s important to remember that a CEO’s OKRs are not the same as the company’s OKRs. The company OKRs give direction to all your teams while a CEO’s personal OKRs only show what role the CEO plays in getting the company OKRs done.
For using OKRs for projects, you need to look at 2 different levels of OKRs:
- Team’s OKRs – Finishing the project
- Manager’s OKRs – what he/she specifically has to do.
Project’s manager’s OKRs can be the different parts of the projects he’s working on or the KPIs the project has to meet/things the project has to accomplish.
Ask our OKR experts any question about OKR Examples and Templates.