The goal-setting framework introduced at Intel by Andrew Grove is OKR, meaning Objectives and Key Results.
Grove popularized the framework at Intel during the 1970s. The system was initially associated with Intel Management by Objectives, or iMBOs, and later became widely known as OKRs. Grove also explained the approach in his 1983 management book High Output Management.
An OKR pairs a significant, clearly defined objective with measurable key results. The objective describes what an organization or team wants to accomplish; the key results provide concrete evidence of progress, often using numbers, percentages, dates, or other verifiable measures.
OKRs are often confused with SMART goals, KPIs, or management by objectives. Those ideas overlap, but they are not interchangeable: a KPI is usually a performance metric, while OKRs combine an aspirational goal with specific results used to track achievement. John Doerr later helped spread the framework beyond Intel.