Having a solid strategic plan is crucial for businesses of all sizes. It helps teams stay focused on priorities and drive measurable results toward long-term goals. Two frameworks that have become popular for this purpose are OGSM (Objectives, Goals, Strategies, Measures) and OKRs (Objectives and Key Results). While OGSM offers a structured approach to planning, OKRs are all about agile goal-setting.
In this blog post, we’ll explore how OGSM works, uncover its differences from OKRs, and provide clarity on which framework best suits different organizational needs!
What is OGSM?
OGSM stands for Objectives, Goals, Strategies, and Measures. Originally developed by Procter & Gamble, OGSM has become a go-to framework for organizations that want a comprehensive roadmap to achieve their strategic objectives. This framework aligns vision with actionable steps, making it an effective tool for both high-level planning and day-to-day execution.
Let’s look at the four main components of OGSM:
- Objectives
Objectives answer the “What” question: What do we want to achieve? They are high-level, aspirational statements that set the overall direction. Think of the objective as the mission or vision that the organization aims to fulfill. - Goals
Goals make the objective more tangible and measurable. They are specific, time-bound targets that contribute to fulfilling the objective. For example, if the objective is to “be a market leader in customer satisfaction,” a goal might be to “achieve a customer satisfaction score of 90% by the end of the year.” - Strategies
Strategies outline the approach or methods to achieve the goals. These are the “How” steps that bridge goals and actions, identifying specific initiatives to take. If the goal is to improve customer satisfaction, strategies might include improving customer service training, increasing response times, or implementing a feedback system. - Measures
Measures are the KPIs or metrics used to track progress and ensure accountability. Each measure should be clear, achievable, and closely tied to the goal. In the example above, the measure could be “customer satisfaction survey scores,” tracked quarterly.
Example of OGSM in Action
Suppose a tech company has the objective of becoming a leader in sustainability. An OGSM might look like this:
- Objective: Become a recognized leader in sustainability by 2025.
- Goals: Reduce carbon footprint by 50%, source 80% of materials sustainably, achieve a net-zero supply chain.
- Strategies: Invest in renewable energy for all offices, establish partnerships with green suppliers, implement recycling programs in production.
- Measures: Track quarterly carbon emissions, monitor supplier compliance, measure waste reduction annually.
This structure provides a clear, actionable plan, aligning teams around the objective while allowing leaders to track measurable progress over time.
What is OKR?
OKRs (Objectives and Key Results) are a simpler goal-setting framework, popularized by many companies. OKRs are known for fostering alignment and focus within teams, often with quarterly cycles that help organizations adapt to changes quickly.
- Objectives
Objectives in OKRs are similar to those in OGSM—they are high-level, inspiring goals. However, in OKRs, objectives are often set with a shorter time frame in mind, usually for a quarter or year. - Key Results
Key Results are specific outcomes that indicate progress toward the objective. They are measurable and typically include 2-5 key results per objective, focusing directly on results rather than methods. For instance, if the objective is to “enhance user experience,” key results might include “improve app rating from 3.8 to 4.5 stars” or “decrease user churn by 10%.” - Review and Adjustments
OKRs are designed for agility, with quarterly check-ins and flexibility to shift focus as needed. This adaptability is key for fast-paced environments, particularly in the tech sector.
Looking to deepen your understanding of OKRs? Don’t forget to check out our Complete Guide to Objectives and Key Results!
How OGSM Works Compared to OKRs
OGSM and OKRs both aim to align teams around objectives and measurable outcomes, but they differ significantly in structure, scope, and purpose.
Structure and Detail
OGSM offers a comprehensive plan that outlines everything from high-level objectives to specific actions. By combining goals and strategies, it’s often favored for long-term planning, particularly in organizations that require a detailed roadmap. In contrast, OKRs focus on the bigger picture, placing less emphasis on the methods used to achieve goals. Key results define what success looks like, while teams have the freedom to choose their own strategies. This simplicity fosters flexibility.
Time Horizon
Typically, OGSM is set annually or for even longer periods, making it ideal for organizations that need long-term stability and clarity. OKRs, on the other hand, are generally established on a quarterly basis, emphasizing short-term agility. This approach benefits companies in fast-paced industries, such as tech, allowing them to pivot quickly.
Level of Detail
OGSM requires a detailed breakdown, making it suitable for structured planning where strategy and execution must closely align. OKRs operate at a higher level, making them ideal for teams seeking impactful results without the need for a step-by-step plan.
Key Differences and Choosing the Right Framework

Benefits of Each Framework
When to Use OGSM: OGSM is perfect for organizations that need comprehensive, long-term plans, ensuring every team has a clear roadmap and accountability. Larger companies or those managing complex projects often benefit from OGSM’s structured approach to drive alignment across departments.
When to Use OKRs: OKRs are ideal for organizations that require flexibility and speed. Startups, tech firms, and teams operating in highly dynamic environments can leverage OKRs to maintain focus without the burden of exhaustive strategic detail.
Combining OGSM and OKRs
Many companies find success by integrating both frameworks: using OGSM for long-term strategic goals and OKRs for quarterly execution. OGSM can outline high-level objectives and strategies, while OKRs help teams remain agile by setting key results that reflect current priorities.
Practical Tips for Implementing OGSM and OKRs
Setting Effective Objectives:
Both frameworks hinge on clear, motivating objectives that align with the organization’s vision. Ensure that these objectives are challenging yet achievable and resonate with your team.
Crafting Measurable Goals and Key Results:
In both OGSM and OKRs, goals (or key results) should be specific, measurable, and time-bound. Having measurable targets clarifies expectations and simplifies progress tracking.
Regular Reviews and Adjustments:
Regular check-ins are essential for both frameworks. OGSM reviews might occur annually or semi-annually, while OKRs benefit from more frequent quarterly reviews. Be prepared to adjust as needed to stay aligned with evolving business needs.
Making Your Choice
Ultimately, the choice between OGSM and OKRs depends on your organization’s specific needs. OGSM provides a structured, comprehensive roadmap perfect for long-term planning and complex initiatives, while OKRs offer a flexible, high-level approach for fast-moving teams. Both frameworks have demonstrated their value in aligning teams, focusing efforts, and driving results. The right choice will depend on whether you prioritize the detail and structure of OGSM or the agility and simplicity of OKRs.