Comparison

NCT vs OKR: Which goal framework actually works?

OKRs are the world's most popular goal framework. NCT is newer, simpler, and designed specifically for teams that need strategy and execution to stay connected. Here's how they compare.

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The core difference

OKRs say

“Here's what we want to achieve and how we'll measure it.”

OKRs are measurement-first. Objectives are aspirational, Key Results are metrics. The frame is: set a bold goal, measure progress, accept 70% attainment.

NCT says

“Here's the story of where we're going and what we're committing to get there.”

NCT is narrative-first. The Narrative gives context. Commitments are promises — expected to be met. Tasks link to Commitments so execution is never disconnected from strategy.

Side-by-side comparison

DimensionNCTOKR
PhilosophyStrategy as narrative — teams need context, not just metricsStrategy as measurement — hit the number, achieve the objective
Top layerNarrative — a strategic story explaining why this matters nowObjective — a qualitative goal statement
Middle layerCommitment — a measurable outcome the team promises to deliverKey Result — a metric that proves the objective is reached
Bottom layerTasks — the actual work, every task linked to a CommitmentInitiatives — projects or tasks (often tracked separately in Jira)
Cycle lengthFlexible — 6 weeks to 4 months, or customQuarterly (usually), sometimes annually for company-level
Attainment targetCommitments are expected to be met — no 'stretch' ambiguity70% attainment is considered success (by design)
Where tasks liveInside the NCT hierarchy — Tasks link directly to CommitmentsUsually in a separate tool (Jira, Linear) with weak OKR connection
Strategy visibilityEvery engineer can trace their Task → Commitment → NarrativeOften siloed at leadership level; ICs see tasks, not objectives
ToolingPurpose-built (ncts.app) or awkward Notion templatesDedicated tools: Lattice, Perdoo, Ally.io, or Notion/Sheets

When to use each

Use OKRs if…

  • You're a large org that's already invested in OKR tooling
  • Your culture is deeply metrics-driven at every level
  • You have dedicated ops/strategy staff to run the process
  • You need cross-functional alignment at 500+ person scale

Use NCT if…

  • You want every engineer to understand why their tasks exist
  • Strategy keeps drifting away from daily execution
  • OKRs felt too bureaucratic or hard to maintain
  • You want flexible cycle lengths, not just rigid quarters
  • You're a startup or scale-up that needs something lightweight that actually works

The 70% attainment problem

OKRs are designed so that 70% attainment is “success.” The idea: set stretch goals, celebrate near-misses. In practice, this creates a culture where nobody really commits to anything. Teams learn to game the system — set easy Key Results to hit 100%, or set impossible ones and accept 70%.

NCT uses Commitments instead. A Commitment is a promise — expected to be kept. This creates real accountability without the stretch-goal ambiguity. If a Commitment is missed, the team understands why and learns from it. There's no built-in excuse baked into the framework.

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