It is almost always the people who "just talk" (managers) that are being measured by OKRs, though.

It's just that these managers often respond by relaying their OKRs to their teams and making them constantly-aware-of and responsible-for achieving them, rather than having the OKR be something private to the executive level that informs the manager's decisions, while they continue to run the team the way they would without OKRs.