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Both OKRs (objectives and key results) and OGSM (objectives, goals, strategies, and measures) are strategic planning and goal management tools used by individuals, teams, and organizations. Learn more about their key differences here.

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OKRs and lean strategy go hand-in-hand in their overarching goal: figuring out what really matters. Learn how OKRs and lean strategy work together here.

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In OKR lingo, a stretch goal is the high-effort, high-risk goal in the calculated pursuit of 10x opportunities. Here are some key variables to be aware of.

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“Big Hairy Audacious Goals” (BHAGs) are goals that push boundaries and challenge companies. But how does that differ from OKRs? Learn how here.

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SMART goals is an acronym for a popular goal-setting approach championed by professionals across countless industries. Learn more about the similarities and differences between them and OKRs here.

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MBOs were the brainchild of Peter Drucker and provided Andy Grove a basis for his eventual OKR system. Learn how they differentiate here.

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Salary and bonuses should be divorced from OKRs and performance reviews. Learn why compensation should be done without OKRs here.

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CFRs are the “sibling” to OKRs and stand for Conversations, Feedback, and Recognition. Learn more about how CFRs complement OKRs and the best way to practice them here.

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OKRs and KPIs complement each other. They both have their place in a well-functioning organization. Learn more about how KPIs fit into an OKR cycle and how the two beneficially differ here.

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Continuous performance management is a two-part, interwoven process. Learn how to use it to plan and have more effective OKR conversations with your team.

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No one has more collective experience in implementing OKRs than Google. Use their insight to understand how OKRs can be used to achieve audacious goals—and to inspire your own approach.