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Yes, for settings personal goals it can be helpful.

KRs are just "things you can do to achieve the goal", so my process goes:

- What do I wish was different? - What would happen if that thing changed? - What's stopping it from changing? - How can I get over those obstacles?

The answers to "how can I get over those obstacles?" become the KRs that help achieve the O ("What do I wish was different?").

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KR stands for "Key Result". They're definitely not "things you do to achieve your goal".

That's kind of the point of OKRs (in theory): To stop upper managers from dictating process to lower managers. (Which is a big problem.) Instead, ignore their process and evaluate them on how well whatever process they chose delivered. IE, give someone an objective, let them find their own solution, and evaluate them on only how well it worked.

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