Objectives and Key Results, OKR, is a system for setting goals that enhances focus, aligns efforts, monitors progress, and encourages remarkable achievements within organizations, teams, and individuals. This system was first introduced at Intel by Andy Grove and later incorporated by Google, playing a crucial role in the company's success.

The OKR system involves setting an objective, which is the goal or the 'WHAT' that needs to be achieved. This is followed by key results, which are the measurable 'HOW' that monitors the progress towards the objective. Objectives need to be significant, tangible, and inspiring. On the other hand, key results should be specific, time-bound, ambitious, yet achievable. The accomplishment of key results guarantees the achievement of the objective.

OKRs foster transparency, responsibility, and ambition. They have several strengths, including the ability to focus on committing to priorities, aligning to connect the efforts of individuals, tracking progress through data-driven reviews, and stretching to achieve remarkable goals that push boundaries. With the help of OKRs, organizations can effectively achieve their goals, engage their employees, and promote innovation. This system brings clarity, alignment, and purpose to the workplace, inspiring individuals to achieve more than they initially thought was possible.