OKRs (Objectives and Key Results) are a goal-setting framework designed to bring strategic alignment across every level of an organisation, from leadership to individual team members.
Rather than tracking every task or output, OKRs focus on outcomes: what success looks like and how you’ll know when you’ve achieved it. Each objective is paired with a small number of key results that are specific, measurable, and time-bound.
For arts and cultural organisations, where impact isn’t always measured in revenue alone, OKRs help balance mission and sustainability with transparency and momentum.
Strong objectives are ambitious, directional, and motivating. They’re not a list of tasks, but a north star for your team.
Example:
Deliver a high-impact fundraising campaign that engages new and existing supporters.
Each objective is supported by three to four key results. These should define what success looks like in clear, measurable terms.
If it doesn’t have a number, a deadline, or a binary outcome, it’s not a key result.
Example key results:
Key results keep teams focused and progress visible. They are not a list of actions, but the outcomes those actions are meant to drive.
Effective OKRs cascade throughout your organisation, strategy to execution.
This structure supports transparency, alignment, and shared ownership at every level.
One of the most common OKR pitfalls is writing ambitious goals, and never revisiting them. Success lies in making OKRs part of everyday work, not a once-a-quarter ritual.
Example scoring:
Don’t aim for perfect scores. If you’re hitting 100% consistently, your goals may not be ambitious enough. Use reviews to uncover what worked—and what should change next time.
OKRs aren’t just a planning exercise. When embedded properly, they create a culture of alignment, clarity, and ambition. They help you move faster in the right direction, and keep every department focused on the outcomes that matter most.
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