Updating Your OKRs for the American System

One-Page Diagnostic Checklist

#### OKR System Diagnostic

Company / Business Unit: _______________________________ Date: _______________

Current OKR System Health

• [ ] We can clearly distinguish between the goals themselves and the OKR system used to drive them.
• [ ] Our top-level Objectives explicitly reference domestic productive capacity, workforce capability, or innovation-driven productivity.
• [ ] Key Results measure capability growth, retention of high-skill American talent, or process/technology innovation — not only cost or speed-to-fill.

Alignment with Productive Sovereignty

• [ ] At least one major current OKR still optimizes primarily for labor arbitrage or pure cost extraction.
• [ ] We have identified which OKRs reinforce short-cycle non-sovereign labor dependence versus those that build long-term American capability.
• [ ] Leadership can explain how current OKRs support or undermine a sovereign workforce strategy.

Redesign Readiness

• [ ] We have selected at least one major OKR to rewrite this quarter.
• [ ] Success metrics for that OKR will reward capability growth and domestic productive strength.
• [ ] The rewritten OKR will be aligned with the Business Model Canvas updates from Module 1.

Summary Notes / Priority Gaps: _______________________________________________________________ _______________________________________________________________

Discussion & Reflection Prompts

1. Where in our current OKR system are we still treating the goals and the system that drives them as the same thing?

1. Which of our top-level Objectives, if achieved, would actually strengthen domestic productive capacity and high-skill American roles? Which would mainly reduce cost through labor flexibility?

1. If we rewrote one major Key Result so it measured capability growth instead of headcount cost or speed-to-fill, what would change in how teams behave?

1. How exposed is our current OKR system to the risk that we are optimizing for short-term labor arbitrage while eroding long-term institutional knowledge?

1. What would an OKR look like that deliberately rewards the shift of American workers into higher-skill roles created by process or technology innovation?

1. How tightly are our current OKRs connected to the Business Model Canvas updates we discussed in Module 1?

90-Day Action Plan Outline

This is a high-level structure only. A complete, customized 90-day execution plan is available as a paid implementation offering.

Days 1–30: Diagnose & Align

• Complete the OKR System Diagnostic with the leadership team
• Inventory current top-level Objectives and Key Results
• Flag those that still optimize for labor arbitrage or pure cost extraction
• Select one major OKR for immediate rewrite

Days 31–60: Redesign

• Rewrite the selected Objective and its Key Results so they drive productive sovereignty
• Define new success metrics focused on capability growth and domestic strength
• Align the rewritten OKR with the updated Business Model Canvas (Module 1)
• Socialize the change with the relevant teams

Days 61–90: Execute & Embed

• Launch the rewritten OKR into the active cycle
• Establish a simple monthly review on the new metrics
• Identify the next 1–2 OKRs to bring into alignment
• Document lessons and decide next 90-day priorities

Note: Full facilitation, customized metrics, and ongoing Chief of Staff-style support are available on request.