I'm convinced there is no 'good' way to set goals/OKRs etc. in big companies. Orgs should set goals though, but the problem is when you spend too much time doin

I'm convinced there is no 'good' way to set goals/OKRs etc. in big companies. Orgs should set goals though, but the problem is when you spend too much time doing it. If top level management set company OKRs, and then cascade them down with every department and sub department then setting and aligning mini OKRs to the big ones you end up with a months long planning cycle which by the time you finish, you need to restart for the next year. A good heuristic is that no team should ever end up in a situation where they spend more time debating how a task should be prioritized than the amount of time the task takes to do.