Leadership Hacks: How to Ask People to Do Things Using the OKR Method
15 April 2025
Leadership Hacks: How to Ask People to Do Things Using the OKR Method
Ever asked a colleague to do something… and somehow it just didn’t happen?
You thought you were clear. They nodded. Smiled. Maybe you even wrote something down. But fast forward a week and… nothing. You’re left chasing, they’re confused, and the deadline is looming.
So, how do strong leaders get things done without micromanaging or causing frustration?
Answer: The secret often lies not in what you’re asking, but in how you’re asking.
A powerful approach to requesting tasks from your team is using the OKR (Objectives and Key Results) method. This framework transforms vague requests into clear, actionable directions that motivate your team and get results. This one tip will revolutionize your leadership abilities. Let’s break that down.
What is the OKR Method?
The OKR method breaks down your requests into two essential components:
- Objectives: The clear, inspiring goal you want to achieve
- Key Results: The specific, measurable outcomes that define success
It’s a simple goal-setting framework that originated at Intel and was later adopted by companies like Google, Spotify, and LinkedIn. This approach revolutionized how effective leaders communicate expectations.
But why does it work so well when asking people to do things?
Why Traditional Task Requests Fail
Let’s be honest—have you ever been on the receiving end of an ambiguous request? Something like:
‘Can you improve our client engagement strategy?’
As the person receiving this request, where do you even start? What does ‘improve’ actually mean? By when? How will success be measured?
This vagueness creates anxiety and often leads to disappointing results for everyone involved.
The OKR Framework for Making Requests
Here’s how to structure your requests using the OKR method:
- State the objective clearly – What’s the inspiring goal?
- Define measurable key results – How will success be evaluated?
- Provide context – Why is this important?
- Set a clear timeline – When do you need this completed?
- Confirm understanding – Make sure you’re both on the same page.
When you frame your requests using OKRs, you give your team a roadmap. They know what success looks like, and also you know what to expect.
Example 1: Marketing Campaign Request
Traditional Request: ‘We need to run a better social media campaign next quarter’.
OKR-Method Request: ‘I’d like you to redesign our social media strategy for Q3. We aim to increase brand visibility among finance professionals aged 30-45. Key results should include: increasing LinkedIn engagement by 25%, generating 35 qualified leads, and improving click-through rates to our course pages by 15% compared to Q2. This aligns with our annual goal of expanding our corporate client base. Could you have a draft strategy ready by next Friday for us to review together?’
Can you spot the difference?
The second request gives clear direction while still allowing creative freedom for execution. Now
there’s no guessing.
Example 2: Team Collaboration Request
Traditional Request: ‘We need to work better with the sales team’.
OKR-Method Request: ‘I’d like you to improve our collaboration with the sales department this quarter. Our objective is to create a seamless customer journey from initial contact to course enrollment. The key results should be: reducing the average sales cycle by 3 days, creating 2 joint marketing-sales assets, and implementing a weekly communication rhythm between our teams. This matters because we’ve lost potential customers in the handoff process. Could you develop a collaboration plan by the end of next week?’
Your teammate knows precisely what to do and by when. You can check back with purpose, not panic. The task feels manageable—and purposeful. Even better, it positions your colleague for success.
The Psychology Behind Effective Requests
Want to know why the OKR approach works better? Because it satisfies three fundamental human needs:
- Clarity – People know exactly what’s expected.
- Purpose – They understand why it matters.
- Autonomy – They have freedom in how to accomplish the goal.
And the best part? When people understand the ‘why’ behind a request, their resistance dramatically decreases. Wouldn’t you rather work on something when you understand its importance?
Quick Tips for OKR Implementation in Everyday Leadership
Want to start using this method today? Here are some fast tips:
- Start with the “why.” People care more when they know the purpose behind a task.
- Be specific about outcomes, not methods. Think of it as the headline of the task.
- Connect requests to larger goals your team cares about.
- Discuss rather than dictate timelines when possible
- Define 2–3 key results. Focus on what completion looks like, not just the steps.
- Ask if they need resources to accomplish the task
- Set deadlines. Even a soft time frame creates urgency and structure.
- Follow up with recognition when objectives are met
Bonus: OKRs Build Status, Too
Let’s be honest—many professionals are motivated by career growth and recognition. OKRs help you as a leader show strategic thinking, structure, and results orientation. That’s catnip for senior management.
And for your team? Clear goals = better performance = more visibility. Everyone wins.
How to Make the Shift Today
Start small by reformulating one request per day using the OKR method. Notice how people respond differently. Are they asking fewer clarifying questions? Showing more enthusiasm? Delivering better results?
Mastering how you ask people to do things is about building trust, developing your team, and creating a culture of clarity and achievement. The OKR method gives you a simple framework that transforms vague directions into inspiring, actionable requests.
Your ability to communicate expectations clearly can be the difference between meeting quarterly targets and exceeding them consistently.
Leadership Resources
For more leadership resources look at our great-value guides. These include some excellent tools to help your personal development plan. The best-value approach is to buy our Leadership bundle, available from the store.
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- Leadership Essentials
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