OKRs are only applicable to large organizations and large teams
This is the most common myth. OKRs have made organizations as small as 5 team members very successful. See the story of Remind, MyFitnessPal, etc to get more details
Our OKRs were not done because we were dependent on another department
While there are always going to be dependencies on other departments but your KRs should be independent of another department. For example, it might be your Objective to restructure your team as per the POD structure defined. For that you would have to work with PnC and TA departments however, your recruiting might not be dependent on TA. You might want to engage with an external vendor on your own to complete your POD structure and your recruiting.
OKRs are optional at Knoldus
For an OKR system to function effectively, the team deploying it—whether a group of top executives or an entire organization—must adopt it universally. No exceptions, no opt-outs.
I can update my OKRs closer to the end of the quarter
OKRs need to be updated Weekly to track progress and ensure compliance and alignment
I do not need to define OKRs, my OKRs are department OKRs
Every Knolder needs to define their Objectives for the quarter. Ideally, half of them would be related in alignment to Knoldus or the department and the other half should be your personal objectives for the quarter