I don’t see the difference (and frankly the need for) scorecard and OKR. I am one of these managers the majority of the comments here complain about. I lead tea

I don’t see the difference (and frankly the need for) scorecard and OKR. I am one of these managers the majority of the comments here complain about. I lead teams and tried to implement twice OKR. Overall the idea I think is good as it makes everyone start thinking how to work with outcomes instead of objectives. The major problem is that without a good strategy doing OKRs is very difficult. But back to the problem: Objectives (O) should be inspirational and Key Results (KR) are measurable outcomes. The examples given for scorecards can very well be KRs. Instead of a weekly review we just use dashboards where everyone can see how we perform and we review OKR quarterly.