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Aspirational OKRs, also known as "moonshots", are designed to push the boundaries and aim for extraordinary outcomes. Here are a few examples:
1. Google's famous OKR: "Organize the world's information and make it universally accessible and useful."
2. LinkedIn's OKR: "Create economic opportunity for every member of the global workforce."
3. Tesla's OKR: "Accelerate the advent of sustainable transport by bringing compelling mass market electric cars to market as soon as possible."
These OKRs are not tied to specific metrics or deadlines, but they set a visionary goal for the entire organization to strive towards.
Question was asked on:
Explain the difference between aspirational and operational OKRs. A committed OKR can be "delivering improvement to an infrastructure by a set date" and aspirational OKRs can be goals with unimaginable business outcomes. Use this slide to go over specific OKRs for different departments or even teams and individuals within your organization. Remember that before setting OKRs across departments, you need to define your organization-wide OKRs first.
Asked on the following presentation:
Articulate, track, measure, and assess your goals regularly with Objectives and Key Results (OKRs), used by Bill Gates, Larry Page, Mark Cuban, Bono, ...
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