The scenarios described here are familiar even though I've only spent a small part of my career doing formal OKRs. If your next blog post continues to mirror m

The scenarios described here are familiar even though I've only spent a small part of my career doing formal OKRs. If your next blog post continues to mirror my experience, it will paint a picture of a quarterly OKR debrief meeting where half the people didn't work on their objectives and it just doesn't matter because they got good work done anyway. People who really like process and checklists will nail their OKRs, but they probably would have gotten the same work done in the quarter regardless so, again, it doesn't matter. Upon reflection, it makes me wonder if OKRs are better used as a corrective tool for a team than as a formal process for already high performing teams.