OKRs etc are one approach - everything written, documented, and whatnot. Honestly though I think it's wildly ineffective. What's a better approach? Every sing

OKRs etc are one approach - everything written, documented, and whatnot. Honestly though I think it's wildly ineffective. What's a better approach? Every single manager, up to CEO level, trusts implicitly his or her direct reports. CEO trusts and delegates with confidence to their immediate reports. They in turn do likewise. Any missed opportunities or mis-steps are an issue between 2 levels in the org, IMO. Fundamentally it's a people, comms, co-ordination and aptitude problem, so solve it like one.