'Outputs' are measurable actions, where as 'outcomes' are the actual way things turns out. Designing a system that captures the 'outputs' that lead to the desired 'outcomes' are at the crux of organisational alignment.
OKR thinking provides the means to do this, it can be used as the base framework to align the whole organisation, or work in within existing framework structures (e.g KPIs) where desired outcomes (or even outputs) are not being achieved.
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WHY Change endevours fail
We have already learnt that 70% of change endevours fail, in large part due to employee resistance. When introducing a top down objective, no matter how well intended, if our organisational people system is not aligned and engaged, we will be off track with how to achieve our desired goal, and quite possibly even with 'what' we are needing to focus on...
