A goal-setting framework: a big qualitative goal plus 3-5 measurable outcomes that prove you hit it.
OKRs force you to commit to outcomes, not activities. Each OKR has one Objective (a direction, usually ambitious) and 3-5 Key Results (measurable outcomes that make the Objective concrete). Set them quarterly. Score them at the end. Adjust.
OKRs are better than traditional goals because they force concreteness. 'Grow revenue' is a wish. 'Hit $5M ARR by Q4 end' is a KR. Good OKRs make the quarter visible; bad OKRs are quickly ignored. Invest time in writing them.