I feel like the article misses a powerful aspect of OKRs–the ability for people to be creative, but in a cohesive manner that results in focus. I noticed that

I feel like the article misses a powerful aspect of OKRs–the ability for people to be creative, but in a cohesive manner that results in focus. I noticed that my team hardly did any of the work we planned for last quarter, but we were still able to achieve many of our key results through (different) work. In an organization where you don't have the power to influence your own work, OKRs provide more context than what will be used, so people may feel like it's a waste of time.