OKRs with Brad Dunn
•Download as PPTX, PDF•
1 like•3,077 views
Brad shared his experiences using OKR's plus information about the product his company - OHNO - that supports tracking OKRs.
Recommended
Recommended
More Related Content
More from Product Anonymous
More from Product Anonymous (20)
Recently uploaded
Recently uploaded (20)
OKRs with Brad Dunn
- 1. “If you want to build a ship, don’t drum up people together to collect wood and don’t assign them tasks and work, but rather teach them to long for the endless immensity of the sea.” ANTOINE DE SAINT-EXUPÉRY
- 5. ‘There is no better measure of your values than how you spend your time.’ - Scott Belsky
- 7. “OKRs are the simplest way of documenting purpose in a team.” ME
- 8. MENTAL CONTRASTING FOR BEHAVIOUR CHANGE
- 9. LEADERSHIP TEAM DREAMING BY ITSELF LEADS TO WARM COMFORTABLE FEELINGS…NOT ACTION
- 13. CONTEXT ~20 / 40 STAFF NO ORG XFT 6 PRODUCTS SLOW
- 17. “FOR FEEDBACK, COMMENTS OR TO TALK SMACK ABOUT ROADMAPS” BRAD@OHNO.AI
Editor's Notes
- Intro. Product manager. I like goals. Bit of a compulsive goal setter.
- What I do. What OHNO is. Lots of interviews on OKRs. Set OKRs every 6 weeks at OHNO.
- Why I use a mix of outcomes and outputs now.
- Pirate Startup metrics and we track 4 of them.
- OKRs are not important. No goals -> OKRs. Huge upside. Something -> OKRs…marginal Whats important is that you move numbers To move numbers, you have to motivate teams
- Daniel Pinks book drive. Purpose is a motivator. Shared goals. Any kind of goal setting framework will rally those around a purpose.
- OKR’s are the simplest way of documenting purpose for a team All other methods of setting goals I’ve found a bit too long.
- If you are trying to sell OKRs, sell on the science.
- When you just set objectives, it feels nice and aspirational, but it ends there. When CEO’s set objectives, this is usually how it’s done.
- OKR bit.
- By understanding barriers to key results, people are compelled to act.
- Do goals get us higher performance?
- Rolling out OKRs.
- Just my teams as an experiment. First period failes. Next session was about 80% lift. Country didn’t matter. Performance correlated to OKR scores. Biggest uplift was with support.
- After rolling out OKRs, 2 days -> 7 minutes. Held at 7 minutes.
- Leave early Free food Leave later Illumination study
- OKR’s are the simplest way of documenting purpose for a team All other methods of setting goals I’ve found a bit too long.