@Jenn8 - generally speaking, you would use your V/TO as your guiding tool for determining priorities. For example, if you were trying to set company Rocks for the next quarter, you would look at the 1 year goal and say what are the most important things that need to get done in the next 90 days to help us stay on track to achieve our 1 year goal. If your Leadership Team has different opinions on what those are, the Integrator would make the call.

@Tracy Mahood21 - company Rocks are set by the Leadership Team and represent what needs to be done in the next 90 days to keep the company on track toward its 1 year goal. Personal rocks are set by the individual and are not necessarily related to the company Rocks or the 1 year goal. For example, an employee may want to learn a new skill to improve their chances for advancement.

Similar to what Rick said: Not dying on the hill is the guidance here.

Just ask them how they are using OKRs now (the problem with OKRs is all of the different definitions and they don't all map the same way)

but, whatever definition they are using you can fit it into the system, and I will change my language to match their language for a while.

"So we are going to set some 90 Day Objectives, 90 Day Priorities by following out Rock Setting Process...."

"That Key Result sounds like a nice item to add to an L10 Scorecard..."... (More)

@Meraj Delavari38 - I haven't ever dealt with this exact situation, but my approach would be to create the conversion map between the two systems (objectives = 1 year goals, key results = metrics on the scorecard, initiatives = Rocks). Hopefully once they see how the conversion works, they'll be more open to embracing the new approach.