Posted by For the last couple of years, I have set up some beginning-of-year goals following my own adapted version of the SMART goals framework. I wrote down my main goals in the first week of the year, but it was not until today that I detailed them. To challenge myself, I compared the SMART approach with OKRs to evaluate which ones would suit the exercise better and if they were really that different.
The SMART approach
As a reminder, the SMART framework is believed to have been introduced in 1981 by George Doran in a paper entitled “There’s a SMART way to write management goals and objectives”. Doran’s original concept aimed to provide managers with a straightforward and structured approach to writing meaningful objectives. While the exact definitions of each SMART element (Specific, Measurable, Achievable, Relevant, Time-bound) have evolved over time and across disciplines, the core principle remains the same: ensuring goals are clearly defined and actionable.
You can read more here on my original goal-setting article, still timely!
The OKR Approach
The OKR approach, which stands for Objectives and Key Results, was pioneered by Andy Grove, the former CEO of Intel, in the 1970s. Grove introduced the method in his book “High Output Management”, where he described the tool to align individual and organizational goals with measurable outcomes. In the late 1990s, the approach was emphasized by John Doerr, who introduced the OKRs to Google during its early years. From there, they became part of history. For more, you have “Measure What Matters“, a comprehensive guide to implementing OKRs.
So what is the difference?
SMART Goals brought along a structured focus on clarity and achievability, making sure goals are both actionable and realistic. It helps especially well with personal goals, as it makes it all more real and it breaks it down into the activities and outcomes that will mean we have achieved our goals.
OKRs are more about alignments with ambitious goals, while still being able to measure outcomes. They are essential for teams where transparency and accountability helps drive a fast-pace innovative environment.
My goals for 2025
With this in mind, I tried to set out and use both frameworks for my 2025 goals. Let’s start with my goals, which I have developed on the back of my word of the year: strength. As such, all my goals were expressed with the concept of strength in mind, also a first-time approach for me (I like to change things around):
- Strength in my body
- Strength in my business
- Strength in my charity
- Strength in my family
- Strength in my friendships
- Strength in my finances
Amazingly, I am down to 6 goals, which may seem like a lot to you, but I think I had 9 or 10 last year. Truth be said, last year was the first in a long time when I did not detail my goals following a SMART or OKR framework. The amount of things I was trying to achieve made it unrealistic to put down on paper tangible results. The year turned out fine overall, it just felt a bit unfocused! But let’s focus on the future now.
Strength in my body
I applied the SMART and OKR approach to this goal to see how I could compare both and if anything would be additional or contradictory. At the end of the day, I like to try different frameworks and even shake them a bit if that means I put additional thought into it. Which is precisely what happened:
| My Approach | SMART | OKRs | Goal #1 |
| Goal | Goal | Objective | Strength in my Body |
| Outcomes | Specific | Key Results | Weight and Body Mass, Days illness-free, Days pain-free |
| What | Measurable | Measurable Milestones | Diet (fasting, water), Exercise (daily yoga, walks, PT, elliptical), Sleep (8 hours), Medical (Eye Doctor, Annual Check-Ip) |
| How | Achievable | Ambitious | Incorporate new habits in small chunks and dedicate one quarter to each large item (like the eye doctor) |
| Why | Relevant | Alignment | I want to have a body that allows me joy, to live a life without pain, to be fit to do the activities that I like, to be active with my family, to feel well in my skin, to feel well with myself. |
| When | Timebound | Iterative | Eye doctor in Q1, Check-Up in Q2 Walk >20km per quarter Do >50 elliptical workouts by end of the year |
As a comparison, I also wrote down my goal of “Strength in my business” in both a SMART and OKR form. In this case, KRs are particularly important as I had to pin down what I believe success will look like a year into launching this business. And I was as specific with the outcomes as possible, the SMART style.
Aren’t these the same?
As you can see, the differences between the approaches are not that large. On a first glimpse, one could argue that they are very closely connected:
- SMART Goals emphasize planning and a greater analysis of the “what” at the time of goal-setting. That suits me because defining how I will achieve the goals is key for me to incorporate it into my daily habits and to conduct quarterly check-ins with what I have and have not implemented. They are task-orientated and I love a good to-do list.
- OKRs emphasize the outcomes and what they mean in terms of metrics defining what success looks like in key results. In the case of this goal, breaking down the key results of being strong in my body into diet, exercise, sleep and medical care could allow for a better focus across all the priority areas to achieve this ambitious goal
- Indeed, OKRs are more ambitious and the progress checks allow for adjustment of the key results to continue to evolve to the larger objective. For me, “strength in my body” is an ambitious goal, especially given how I ended the year, but by breaking it down into measurable steps, I feel I can put it into the achievable camp without having to revise targets every time.
- SMART goals require an explicit why for the goal to be relevant, which links to the original drive for the creation of OKRs – alignment. OKRs are meant to be established in line with the company’s vision, or, in the case of personal goals, with your life vision. For me, the why is a key part of my process. The goals I establish need to be aligned with my values, or I know they will get nowhere.
- OKRs tend to be more iterative and encourage adaptation over time. As much as I like to be flexible and I go back often to my goals to tweak metrics, add actions or cross-out parts that don’t make sense, I still feel like I need a few baseline metrics to keep me going through the year.
At the end of the day, we can see the frameworks are not competing. While SMART is more structured and task-focused, OKRs provide flexibility and allow for evolution, making them complementary when used together. Whatever approach you choose, it depends on how you think and your preferences. There is no one-size-fits-all, either for corporations or personal goal development.
Photo by ClickerHappy at Pexel