Module 2 – Supplementary Materials

Updating Your OKRs for the Hamiltonian System

After the slide deck (tell / show), the checklist below is the “do” step — then use the 90-day outline to act.

One-Page Diagnostic Checklist

OKR System Diagnostic

Checks stay in this browser only. No account required. Prefer one question at a time? Open the guided diagnostic.

0 of 9 complete

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.

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.

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 — capture on paper or in your team notes.

1.Where in our current OKR system are we still treating the goals and the system that drives them as the same thing?
2.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?
3.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?
4.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?
5.What would an OKR look like that deliberately rewards the shift of American workers into higher-skill roles created by process or technology innovation?
6.How tightly are our current OKRs connected to the Business Model Canvas updates we discussed in Module 1?

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

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

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