Implementing OKRs for a 10-person startup is very different from scaling them to a 10,000-person enterprise. But the principles remain the same.

The biggest failure mode for OKRs is treating them as a quarterly exercise. I like to remind leaders: OKRs are a rhythm, not a ritual.

I’m often asked: What makes a great OKR? Over the years, I’ve reviewed thousands. Some inspired action, while others confuse or even demoralize teams.

One of the biggest misconceptions about OKRs is that they’re just about setting ambitious goals. In reality, their true power lies in alignment.

OKRs go beyond goals—aligning every employee’s work to your mission and purpose to drive focus, alignment, and breakthrough performance.

Every organization wants the same three things: clarity on what matters, alignment across teams, and the momentum to keep moving forward.

MBOs taught organizations the importance of goals. OKRs teach us the importance of shared purpose.

Viva Goals is retiring on December 31st, 2025, but don't worry - Rhythms has you covered.

What’s the difference between OKRs and KPIs—and do we need both?

Change can feel bittersweet—especially when leaving behind a trusted platform that has brought clarity and alignment to your organization.