9.2 Objectives & Key Results (OKRs)

Turns strategy into measurable Objectives and Key Results with disciplined quarterly cycles. Launch on platform.

What is it?

Dragonfly's Objectives and Key Results (OKRs) Lens transforms strategic priorities into measurable, time-bound goals designed to drive breakthrough performance and organisational alignment. Unlike traditional goal-setting approaches, it creates focus through limiting objectives while enabling ambitious results through systematic measurement and accountability.

Why is it useful?

• Create organisational focus through disciplined limitation to 3-5 strategic objectives that drive breakthrough performance

• Align strategic execution across all organisational levels from company strategy to individual contributions and performance

• Design ambitious yet achievable stretch goals with 60-70% success rates that encourage breakthrough thinking and performance

• Establish transparent measurement systems that track outcome-focused results rather than activity-based metrics

• Enable systematic quarterly planning and review cycles that maintain strategic momentum and continuous improvement

• Foster cross-functional collaboration through shared objectives and clear alignment mechanisms that break down silos

How does it work?

The OKRs Lens applies systematic goal-setting methodology to transform strategic priorities into executable objectives with measurable key results across organisational levels.

Strategic OKR Architecture Design and Organisational Hierarchy

• Focus: Create complete OKR framework architecture aligned to organisational structure with clear vertical and horizontal alignment mechanisms

• Example: Technology company developing 3 company-level objectives (market expansion, product innovation, operational excellence) cascading to 12 department OKRs and 45 team OKRs with clear alignment mapping

Objective and Key Result Design with Breakthrough Focus

• Focus: Design aspirational, qualitative objectives supported by measurable, outcome-focused key results that drive 60-70% stretch performance

• Example: Sales organisation setting objective "Become the preferred partner for enterprise transformation" with key results including 40% increase in deal size, 85% customer satisfaction, and 25% reduction in sales cycle

Measurement Framework and Accountability System Development

• Focus: Establish systematic tracking, scoring, and review processes that enable transparent accountability and continuous improvement

• Example: Marketing team implementing weekly progress updates, monthly confidence assessments, and quarterly grading system with lessons learned integration for next cycle planning

Alignment System Implementation Across Organisational Levels

• Focus: Design vertical alignment connecting individual contributions to company strategy and horizontal alignment enabling cross-functional collaboration

• Example: Product development company creating shared engineering‑marketing OKRs for product launches while maintaining departmental objectives that support overall company strategic priorities

Implementation Roadmap and Change Management Strategy

• Focus: Design phased rollout approach with training, cultural adoption strategies, and governance mechanisms for sustainable OKR practice

• Example: Financial services firm implementing OKRs across 6 months starting with leadership team, expanding to department heads, then full organisation with coaching support and tool adoption

Performance Review Integration and Continuous Improvement Process

• Focus: Connect OKR achievement with performance management while maintaining learning-focused approach that encourages ambitious goal-setting

• Example: Consulting company integrating OKR outcomes into performance discussions while separating individual compensation decisions from OKR scoring to maintain stretch goal motivation

Turning OKRs into Action

• Implement disciplined focus through objective limitation rather than comprehensive goal-setting that dilutes organisational attention and energy

• Create systematic alignment mechanisms that connect individual contributions to strategic outcomes rather than assuming alignment occurs naturally

• Design measurement and review systems that drive breakthrough performance through stretch goals rather than conservative targets that limit organisational potential