Measure What Matters by John Doerr: Book Summary & Notes
A practical system for setting clear goals, tracking progress, and aligning your team around what really drives success—on the court or in life.
John Doerr is a legendary venture capitalist who helped scale major companies such as Google, Intel, and Amazon using OKRs. In this book, he shares the details of the system he used to execute big ideas.
🚀 The Book in 3 Sentences
Objectives and Key Results (OKRs) are a simple but powerful framework for setting ambitious goals and tracking what truly drives progress.
Great teams thrive when they align around a shared mission, commit to transparency, and track measurable outcomes, not just effort.
Focus, clarity, and accountability don’t come from micromanagement; rather, they come from measuring what matters most.
🎨 Reflections
The book made me evaluate how goals are set and communicated within organisations.
Doerr isn’t just promoting a system—he’s offering a leadership mindset that’s driven by focus, accountability, and alignment. Knowing that this model was used in some of the most successful companies, such as Google, Intel, the Gates Foundation, and Bono’s ONE campaign, gives it instant credibility.
You manage what you measure, but only if you measure the right things.
👤 Who Should Read It?
Coaches, directors, and leaders managing programs
Organisations struggling with alignment and consistent execution
Teachers, trainers, and professionals who want to track development effectively
Anyone looking for a flexible yet disciplined way to set and achieve goals
☘️ Did the Book Change Me?
Partly, I tried using the model within my coaching; however, there was enough friction to stop there. Within my personal life:
I have implemented the use of OKRs within my personal life, creating a Hybrid system alongside Brian Moran’s model - The 12 Week Year.
I’ve become more intentional with my quarterly objectives.
I’ve stopped confusing effort with progress.
✍️ My Top 3 Quotes
“Ideas are easy. Execution is everything.”
“When people help choose their goals, they’re more likely to achieve them.”
“Measure what matters—because if you don’t, you’re flying blind.”
📒 Key Concepts & Notes
🎯 What Are OKRs?
What it says: OKRs = Objectives (what we want to achieve) + Key Results (how we’ll measure progress).
Why it matters: Vague goals like “play harder” or “improve defense” don’t drive action. Specific metrics do.
How to use it:
Objective: “Improve defensive transition.”
Key Results:
Allow fewer than 8 fast break points per game
Sprint back within 3 seconds in 90% of possessions
Grade 4+ communication ratings in team film sessions
🔁 Focus, Alignment, Accountability
What it says: OKRs force clarity. Everyone knows what matters, what’s being measured, and how to self-assess.
Why it matters: Confused teams don’t compete well.
How to use it: Create bi-weekly check-ins to review progress. Use OKRs to guide team talks and individual feedback.
🔓 Transparency Creates Ownership
What it says: When goals are visible, everyone is more committed—and more likely to collaborate.
Why it matters: Hidden metrics create confusion and mixed messages.
How to use it: Post team OKRs in the locker room or team meeting space. Let players see what progress looks like.
🌱 Stretch Goals Drive Innovation
What it says: OKRs should challenge, not just check boxes. It is not important to always hit 100% when using the OKR system.
Why it matters: Playing it safe leads to stagnation.
How to use it: Set audacious goals like “20 assists per game” or “limit turnovers to <8” even if they’re hard. Achieving 75% of your target is still a success.
🧭 OKRs Are Not Performance Reviews
What it says: The system is about learning and improving, not punishing.
Why it matters: If they become tools for blame, honesty disappears.
How to use it: Frame OKRs as “targets to grow from,” not quotas to fear. Reward reflection and adaptation.
🏀 Coaches’ Corner: 5 Takeaways to Use This Week
Create One Team Objective with 3 Key Results
E.g., “Become the toughest defensive team in the league.”KR1: Allow <60 pts/game.
KR2: 30+ deflections.
KR3: Win the rebounding margin.
Empower Players to Set Individual OKRs
Help your players define their own goals (e.g., “Improve shooting confidence”) and measurable actions (shots taken, % from different spots).Use OKRs in Film Review
Instead of generic feedback, evaluate clips based on how they reflect progress on team key results.Post & Update Progress Weekly
Keep a visual scoreboard in the locker room or team doc. Normalise progress checks, not perfection.Celebrate Progress, Not Just Outcomes
Even if the result isn’t met, praise the behaviours and habits aligned with the goal. This builds identity and resilience.