Why is it important to define organization-wide OKRs before setting departmental ones?

OKRs (Objectives and Key Results) can be set for different departments or teams within an organization by first defining the organization-wide OKRs. These overarching goals provide a clear vision of what the organization as a whole aims to achieve. Once these are established, departmental or team OKRs can be set. These should align with the organization-wide OKRs and contribute towards achieving them. Each department or team should have its own specific OKRs that reflect their unique roles and responsibilities within the organization. Remember, the key is to ensure alignment and contribution towards the overall organizational goals.

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.