Why do OKRs in the first place? You MUST be clear on the answer to this question BEFORE deploying OKRs.

Do you know YOUR answer? And it should not be just because "Google does it" or "My CEO read a book and she loved it so now we're all doing OKRs"

The Benefits include 5 General Ones:

1-Shorter Cadence

2-Focus

3-Transparency/Alignment

4-Engagement

5-Stretch Thinking

+ 2 More that Ben has identified:

6-Common Goal Language

7-Learning Culture

If you're using OKRs, please share why you chose to deploy OKRs in the comments. Was it one of the 7 benefits covered in this episode? If not, please share your "why" so we can all benefit:)

Ben presents the analysis of WHY OKRs in this VIDEO

As always, get your free 1:1 OKR consult with Ben via Ben@OKRs.com

Thanks for listening

Are your KRs stretch? Are they commitments? Are you using Radical Focus? Measure What Matters? Ben's Stretch-Target-Commit model?

Are you not even sure what approach you are taking?

You need to know how key results are scored and how progress is tracked during the OKR cycle.

Without a STANDARD, clear approach, teams can misjudge success, create confusion, or miss early warning signs that execution is off track.

This episode explores how the way you define and measure the level of “stretch” and "commitment" in your key results can shape behavior, expectations, and ultimately outcomes.

You’ll learn why objectives should not be scored, and why the real focus belongs on key results. Ben walks through the three most common scoring systems used in practice: 1) Radical Focus, 2) Measure What Matters, and 3) Stretch-Target-Commit.

He explains how each approach influences how teams set goals, interpret progress, and learn from results.

He also shares why aligning on scoring criteria upfront can spark critical conversations that prevent misalignment and unrealistic expectations later in the cycle.

Beyond end-of-cycle scoring, this episode dives into how to track progress during execution. You’ll discover the difference between historical progress (“what has happened”) and predictive progress (“what is likely to happen”), and why predictive scoring can serve as an early warning system for leaders.

Ben also explores how numerical scores alone don’t tell the full story — and how adding a qualitative “health” signal can surface hidden risks, unintended behaviors, and opportunities for course correction.

This episode reframes scoring as a tool for communication, expectation management, and learning (not performance evaluation of individual staff) and will help you design a scoring and progress approach that drives clarity, better conversations, and stronger execution throughout the OKR cycle.

Request your free 1:1 OKR consult with Ben via Ben@OKRs.com

How Many OKRs Should You Set? And Should You Include an Internal Objective?

One of the most practical questions in any OKR implementation is simple: How many OKRs should we set? Too many, and focus is lost. Too few, and important priorities may be missed.

In this episode, Ben Lamorte explains why the modern OKR approach favors fewer, more focused objectives. And he introduces the mantra “less is more” to drive better execution.

You’ll learn when teams should start with a single objective, why most teams benefit from limiting themselves to two or three objectives, and when it may actually make sense to capture most of your work inside OKRs.

Ben also explores the important distinction between external objectives (impacting customers and growth) and internal objectives (improving processes, teams, and capabilities), and how balancing the two can strengthen your OKR system.

Whether you're just starting with OKRs or refining your approach, this episode provides practical guidance to help you create sharper focus, clearer priorities, and more effective execution.

Post a comment and let's get a discussion going...

Request a free 1:1 OKR consultation via Ben@OKRs.com