As an Agile coach, I’ve seen firsthand how OKRs (Objectives and Key Results) can transform organizational focus and drive results. But like any tool, successful implementation of OKRs requires attention to detail and addressing potential pitfalls. Here are some of the common challenges I’ve encountered in organizations and tips to overcome them:

  • Not committing to the calendar:
    One of the biggest stumbling blocks is failing to set firm dates for finalizing and reviewing OKRs. Without these milestones, progress can stall, and teams may lose momentum. A clear OKR cycle with defined deadlines ensures continuous progress and timely adjustments.

  • Lack of a tool for accessibility:
    If OKRs are scattered across emails or tucked away in documents few people access, transparency and tracking can quickly fall apart. Implementing a central tool where everyone can view and update their OKRs is essential for keeping things on track.

  • No clear owner for each OKR:
    Without someone owning each OKR, accountability tends to fade. In my experience, assigning clear ownership ensures each OKR gets the attention it needs, and it provides a go-to person when challenges arise.

  • Lack of the right support team:
    Successfully managing OKRs often requires someone dedicated to guiding the process—a role I’ve seen filled effectively by an OKR Shepherd or Coach. This person helps ensure OKRs are well-crafted and aligned across the organization, providing a continuous thread of support and oversight.

  • Unclear org-wide goal:
    Objectives should always align with a broader organizational goal. Without this alignment, OKRs risk becoming disjointed, with teams pursuing different, uncoordinated directions. A clear company-wide objective brings focus and coherence to individual and team-level OKRs.

  • Not setting at least half the goals from the bottom up:
    Frontline contributors often have the best insights into where the organization can improve. When at least half of the OKRs come from the ground up, the result is more powerful and engaging goals. Involving those on the front lines ensures that OKRs resonate and are more likely to be achieved.

  • Dictating OKRs:
    Top-down OKRs rarely succeed without input from the team. Collective agreement is critical for buy-in. I’ve seen organizations that dictate OKRs struggle with motivation and ownership. Engaging the team early ensures OKRs are more realistic and motivating.

  • Not tracking with hard calendar dates:
    Setting hard deadlines for reviewing OKRs prevents them from becoming ‘set and forget.’ Regularly scheduled check-ins allow for course corrections and keep everyone aligned toward their objectives.

  • Not being intellectually honest:
    Honesty is crucial in reviewing OKR progress. Organizations need to be willing to admit where improvements are needed. Without transparency in OKR reviews, it’s tough to make meaningful progress.

  • Not sharing OKRs with the team:
    Sharing OKRs openly and inviting feedback is a powerful way to improve them. It ensures that everyone feels involved and aligned with the overall strategy.


The Benefits of OKRs: From My Perspective as an Agile Coach

When implemented well, OKRs bring immense value to both organizations and individuals. Here’s how I’ve seen OKRs positively impact teams:

  • Focus:
    OKRs force a team to narrow their priorities, limiting objectives to only the most critical. In practice, I recommend no more than three objectives, each with 3-5 key results. This discipline encourages upfront prioritization, helping teams concentrate on what matters most and avoid spreading themselves too thin.

  • Alignment:
    Once OKRs are set at the top level, they cascade down to align everyone’s efforts with the company’s overall vision. I’ve noticed that when teams are aligned with broader objectives, their work becomes more meaningful, and they understand how their efforts contribute to the larger picture. In fact, highly aligned employees are more than twice as likely to be top performers.

  • Commitment:
    OKRs create a shared sense of commitment. When teams agree on their objectives and key results, they become accountable for achieving them. Transparent tracking of these commitments, with resources and schedules adjusted as needed, helps ensure that everyone stays on the same page.

  • Tracking:
    OKRs are tracked regularly, allowing teams to measure progress from output (what was delivered) to outcome (the impact achieved). I’ve seen weekly check-ins work wonders for preventing slippage and keeping teams focused on their goals.

  • Stretching:
    One of the most powerful aspects of OKRs is how they encourage teams to stretch beyond what they think is possible. These ‘stretch goals’ or ‘moonshots’ inspire innovation and push organizations to achieve more. As an Agile coach, I’ve witnessed the motivational power of setting ambitious, yet attainable, targets.


In essence, the benefits of OKRs can be summed up with the acronym F.A.C.T.S. (Focus, Alignment, Commitment, Tracking, Stretching), as highlighted by John Doerr.

In addition, OKRs:

  • Help organizations achieve their mission and vision.
  • Boost employee engagement by linking day-to-day work to larger goals.
  • Surface top company priorities, ensuring everyone knows what matters most.

In my experience, when OKRs are implemented thoughtfully, they become a powerful driver of organizational success, helping teams focus, align, and push toward greater achievements.