The OKR cycle is a recurring, time-bound process that organizations use to define, track, and achieve their objectives. It typically follows a quarterly schedule, but some organizations choose different time frames to suit their needs. The OKR cycle consists of several key phases:

• Planning: The cycle begins with the planning phase, often initiated at the start of a year or quarter. The planning phase begins with the leadership team setting high level organizational level strategic goals for the upcoming year and/or period which provides a clear sense of direction for the entire organization. Strategic objectives should be ambitious, actionable, and aligned with the organization's overall mission and vision. Well-crafted strategic objectives have the power to inspire and motivate teams. They should be more than just numbers or targets; they should be meaningful and resonate with employees at all levels. Once these organization’s strategic objectives are set, teams and individuals can start to develop their own OKRs. Similar to Strategic goals, encourage teams and individuals to set ambitious but achievable OKRs, and these OKRs should be aligned with the overall strategic goals of the organization. The planning phase is an opportunity to reflect on past performance and learn from it. Or
  ganizations should assess what worked and what didn't in previous cycles, using this insight to refine their approach.
• Alignment: This alignment is a key factor in the success of the OKR framework. Once OKRs have been developed, it is important to align them across the organization. This phase involves aligning team and individual goals with the top-level objectives to ensure that everyone is working towards a common purpose.This means communicating OKRs to all stakeholders and ensuring that everyone understands their role in achieving them. Alignment can be done through workshops, team meetings, and one-on-one conversations. The alignment phase serves as the bridge between high-level organizational objectives and the objectives set at the team and individual levels. It ensures that there is coherence and consistency in what different parts of the organization are working on. It fosters a culture of collaboration and transparency. Teams are encouraged to communicate and collaborate to ensure that their objectives support and complement those set at the organizational level.
• Execution: The execution phase is where the hard work begins and strategy is transformed into tangible actions. It's the stage where the work is put into motion, and teams and individuals start executing their plans to achieve the set objectives. This phase is pivotal for turning aspirations into concrete achievements. It's the time when teams and individuals take ownership of their assigned objectives and work diligently to meet the key results. During this phase, it is important to track progress regularly and make adjustments as needed. Regular check-ins and tracking are essential to the OKR cycle. By tracking key results and monitoring progress, organizations can assess their performance in real-time. This allows them to make timely adjustments and optimizations. Teams and individuals measure their key results and assign a score or confidence to indicate their progress. This step helps identify areas that need improvement and ensures accountability.
• Review and Learning: The Review and Learning phase is the final but crucial step in the OKR (Objectives and Key Results) cycle. It's the stage where organizations assess their performance, gain insights from their achievements and challenges, and use this knowledge to refine their approach for the next cycle. This phase is instrumental in the continuous improvement of an organization's goal-setting and execution processes. It provides valuable insights that can be used to refine the approach for the next cycle. This is a time to reflect on what went well, what could have been improved, and what lessons can be learned for the next quarter.