Leadership OKR Examples

Leadership OKRs are a tough one but on this page we dive into how they can (and should) be structured to achieve the best outcomes for the company.

Extend the company runway

Key results:

  • Increase runway from 12 to 36 months

Increase monthly recurring revenue

Key results:

  • Increase MRR by 25% from $100k to $125k

Improve managers work with team development

Key results:

  • Achieve 90% of team leads having initiated team development programs

Leadership OKRs - what should they be?

There are a few important decisions to be made for every leadership team that works inside a company that uses OKRs:

  1. Should we utilize individual OKRs?

  2. Should the leadership team have its own OKRs on top of team OKRs?

Typically, and especially when first starting out, you do not want to use individual OKRs. It not only adds significant overhead (to an already critical process of getting started) but it can also go south if the manager of the OKR process isn't that experienced.

OKRs for the leadership team or not?

Normally, we don't recommend leadership teams have their own OKRs when starting out. First, the most important thing is that there are overall OKRs for the entire company and the individual teams.

The second most important thing is that there's a red line from the company OKRs to the team OKRs. If a team accomplishes its OKR, it should be able to see its impact on the company's OKR.

The teams are either cross-functional (recommended) or divided into different departments. Beware that if teams are not cross-functional, they're basically optimizing within their own 4 walls which isn't sure to help the rest of the company.

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