A lot of teams define objectives not tied back to strategy very well. Objectives are usually terse and don't look that different from key results. The best practice is to set ok rs as aspirational, so a quarter is successful if 50 to 70 % of okrs are completed. This makes o krs probablistic, so there's a probability that certain things will get done at the end of the quarter. You can have a commitment which is really about taking time within a quarter to understand and out scope a problem. And then you can have a n v pit ts where you build an initial version or prototype for a product before launching it. All these ideas were developed by

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