As a leader, setting goals is a critical skill and system you need across your team. Using the goal setting methodology of objectives and tracking key results (OKRs) is critical to success. By defining specific goals and milestones, you can create a clear path to progress and hold teams accountable. But how do you create winning OKRs? In this article, we’ll explore five examples of effective OKRs for leaders and break down the strategies behind them.

Understanding Goals and OKRs for leaders

If you’re new to OKRs, it’s essential to understand what they are and why they matter. At their core, OKRs are a goal-setting framework that helps companies connect high-level objectives to measurable outcomes. Leaders can use goals through the OKR structure to communicate strategy, align teams, and track progress towards important targets.

What are OKRs?

OKRs, or Objectives and Key Results, are a popular goal-setting framework used by many successful companies. They are the goal setting framework used in Waymaker Goals. In Waymaker the Objective is the same as a goal, and the key results are the same as an outcome. These terms are used interchangeably.

They consist of two parts: an objective and several key results that will gauge progress towards that objective. The goal (Objective) should be ambitious and aspirational, while the outcomes (key results) should be measurable and achievable.

For example, if a company’s objective is to increase revenue, one of their key results could be to increase sales by 10% in the next quarter. This key result is specific, measurable, and achievable, and will help the team stay focused on achieving their objective of increasing revenue.

The Importance of OKRs for leadership success

Leadership teams that set and track OKRs have a better chance of achieving their strategic goals. By breaking down large objectives into smaller, achievable milestones, leaders can work with their teams to execute on their vision and create meaningful progress.


Additionally, OKRs can help teams stay aligned with company-wide goals and stay accountable for delivering results. When everyone is working towards the same objectives and key results, it’s easier to measure progress and ensure that everyone is on the same page.

OKRs can also help leaders prioritize their time and resources. By setting clear objectives and key results, leaders can focus on the most important tasks and delegate other responsibilities to their team members. This allows leaders to be more effective and efficient in achieving their goals.

Overall, OKRs are an essential tool for leaders who want to achieve success and drive their organizations forward. By setting clear objectives and key results, leaders can align their teams and create a culture of accountability for results.

Example 1: Driving company growth

Every company wants to grow, but how can leaders create meaningful progress towards this objective? In this example, we’ll explore how one company used OKRs to increase revenue, improve customer retention, and expand into new markets.

Company growth is a top priority for any business, and it requires a strategic approach. The leadership team of this particular company recognized that they needed to set specific goals and metrics to drive progress towards their growth objectives. They turned to OKRs, or Objectives and Key Results, to help them achieve their goals.

Goal: Increase revenue

The first step in driving growth is to set a specific revenue goal. In this case, the leadership team set the goal to increase revenue by 20% in the next year. This goal was challenging but achievable, given the company’s track record and market demand.

The company recognized that increasing revenue would require a comprehensive strategy that focused on both sales and customer retention. They knew that they needed to not only acquire new customers but also retain existing ones to achieve sustainable growth.

Outcomes (key results): Sales, expansion, and retention

To achieve the revenue objective, the leadership team identified three key results that would measure progress towards the goal:

  • Increase sales by 20%
  • Expand into one new market
  • Improve customer retention by 10%

These key results were carefully chosen to ensure that the company was making progress towards their revenue goal while also expanding their reach and improving customer satisfaction.

The company recognized that increasing sales was critical to achieving their revenue objective. They developed a comprehensive sales strategy that focused on identifying new opportunities, building relationships with potential customers, and closing deals. By implementing this strategy, they were able to increase sales by 15%, putting them well on their way to achieving their revenue objective.

Expanding into a new market was also a key result that the company identified. They recognized that by expanding their reach, they would be able to tap into new sources of revenue and increase their overall customer base. They carefully researched potential markets and identified one that was a good fit for their products and services. By entering this new market, they were able to generate additional revenue and expand their customer base.

Finally, the company recognized that improving customer retention was critical to achieving sustainable growth. They developed a comprehensive customer retention strategy that focused on understanding customer needs, providing exceptional service, and building strong relationships. By implementing this strategy, they were able to improve customer retention by 10%, ensuring that they would continue to generate revenue from existing customers.

By tracking progress towards these key results, the company was able to make measurable progress towards their larger goal of increasing revenue. They recognized that achieving growth requires a comprehensive strategy that focuses on both sales and customer retention. By leveraging OKRs, they were able to set specific goals and metrics that helped them achieve their growth objectives.

Example 2: Enhancing team collaboration

A company’s success often hinges on the ability of its teams to work together effectively. In this example, we’ll explore how one leader set OKRs to improve cross-functional teamwork and optimize project delivery.

Goal: Improve cross-functional teamwork

The first objective was to increase collaboration and communication between teams. The leadership team set a goal to reduce silos and improve cross-functional teamwork by 50% in the next six months.

Outcomes (key results): Communication, project completion, and feedback

To achieve this objective, the leadership team identified three key results for outcomes:

  1. Reduce miscommunications and misunderstandings by 30%
  2. Improve on-time project completion by 20%
  3. Increase feedback and collaboration across teams by 50%

By focusing on these key results, the company created a culture of open communication, accountability, and collaboration, which led to more successful projects and better business outcomes.

The first step in achieving these key results was to improve communication. The company implemented a new communication tool that allowed team members to easily share information and updates with each other. This tool also allowed for real-time collaboration, which helped to reduce miscommunications and misunderstandings by 30%.

The second key result, on-time project completion, was achieved by implementing a project management system that allowed team members to track project progress and identify potential roadblocks. This system also helped to streamline workflows and improve project efficiency, resulting in a 20% improvement in on-time project completion.

The third key result, increased feedback and collaboration across teams, was achieved by implementing a regular feedback process that encouraged team members to share their thoughts and ideas with each other. This process also helped to identify areas for improvement and allowed for cross-functional collaboration, resulting in a 50% increase in feedback and collaboration across teams.

Overall, the company’s focus on improving cross-functional teamwork and optimizing project delivery led to a more collaborative and efficient work environment, which ultimately resulted in better business outcomes and increased success.

Example 3: Fostering innovation and creativity

Leaders who encourage and support innovation can drive significant business growth and create a competitive advantage. In this example, we’ll explore how one company set goals (OKRs) to foster new ideas and support creative problem-solving.

Goal: Encourage new ideas

The leadership team wanted to support innovation and creativity by fostering an environment where new ideas were encouraged, and experimentation was rewarded. They set an OKR to increase the number of new ideas generated by 50% in the next quarter.

Outcomes (Key Results): Idea generation, prototyping, and implementation

To achieve this goal, the leadership team identified several key results:

  • Increase the number of unique ideas by 30%
  • Prototype the most promising ideas within two weeks
  • Implement at least one new idea in the next month

By focusing on idea generation, prototyping, and implementation, the company was able to create a culture of innovation that led to new products, services, and revenue opportunities.

One way the company encouraged new ideas was through brainstorming sessions. They held regular meetings where employees from different departments could come together and share their thoughts on how to improve the company’s products and services. This allowed for cross-functional collaboration and helped to generate unique ideas that may not have been thought of otherwise.

In addition to brainstorming sessions, the company also implemented an idea submission portal. This allowed employees to submit their ideas at any time, and the leadership team would review them on a regular basis. This created a sense of ownership among employees and made them feel like their ideas were valued.

Once an idea was submitted, the company would prototype it within two weeks. This gave the team enough time to test the idea and determine if it was worth implementing. If the idea showed promise, the team would move forward with implementation.

The company also encouraged experimentation by allowing employees to work on side projects. This allowed them to explore new ideas and technologies that they may not have had the opportunity to work on otherwise. The company recognized that not all ideas would be successful, but they believed that encouraging experimentation was important for fostering a culture of innovation.

Overall, the company’s focus on idea generation, prototyping, and implementation allowed them to create a culture of innovation that led to significant business growth and competitive advantage.

Example 4: Strengthening employee engagement

Employee engagement is critical to a company’s success. Leaders who prioritize employee satisfaction and well-being create a more productive and motivated workforce. In this example, we’ll explore how one company set OKRs to strengthen employee engagement and retention.

Goal: Boost employee satisfaction and retention

The leadership team wanted to improve employee satisfaction and retention by creating a more supportive and engaging work environment. They set an OKR to increase employee satisfaction scores by 10% in the next year.

Outcomes (Key results): Professional development, recognition, and work-Life balance

To achieve this goal, the leadership team identified several key results:

  1. Provide at least two professional development opportunities per employee per year
  2. Recognize and reward employee contributions on a regular basis
  3. Create a more flexible work environment that supports work-life balance

By prioritizing employee satisfaction and engagement, the company created a happier and more motivated workforce that was better equipped to achieve business objectives.


Goals or OKRs can help leaders achieve their goals and create a more focused, accountable, and motivated workforce. By setting specific objectives and tracking key results, leaders can drive meaningful progress towards strategic goals and build a more successful company. Whether you want to drive growth, improve teamwork, foster creativity, or enhance employee engagement, OKRs are an essential tool for leadership success.

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