This document provides 14 tips for using OKRs (Objectives and Key Results) for goal setting and performance management. It discusses defining OKRs, setting them quarterly, writing them well, breaking strategy into clear goals, not confusing tasks with goals, cascading goals through the organization, limiting the number of goals, starting team meetings with goals, doing weekly progress check-ins, focusing on "small wins", planning and launching OKRs, and trying example OKRs. The overall message is that using OKRs can help align teams, focus effort, and drive results by setting clear and measurable goals.
Introduction to Objectives and Key Results. The Basics & FAQ of OKRs.Weekdone.com
Training presentation on OKRs - Objectives and Key Results - goal-setting methodology. Presented by Jüri Kaljundi, CEO & Co-founder of Weekdone, one of the world's leading OKR software providers and consultants.
The Guide to Objectives and Key Results (OKRs)BetterWorks
Objectives and Key Results is the goal setting framework used at companies like Google, LinkedIn, and Intel. John Doerr, partner at KPCB, passed on Objectives and Key Results to Google helping them grow from 50 to 50,000 people. This is the complete guide to OKRs, containing everything you need to know (even exclusive slides and examples from Doerr himself.)
Learn how to execute effectively your strategies via the OKR (Objectives and Key Results) system in your organization
Schedule in a free Strategy call with me:
https://calendly.com/flowyteam/30min
Contact me for more information on OKRs:
https://www.linkedin.com/in/dirk-schmellenkamp-okr-kpi/
#okrcoach #okrcoaching #okrs #okr
Introduction to Objectives and Key Results. The Basics & FAQ of OKRs.Weekdone.com
Training presentation on OKRs - Objectives and Key Results - goal-setting methodology. Presented by Jüri Kaljundi, CEO & Co-founder of Weekdone, one of the world's leading OKR software providers and consultants.
The Guide to Objectives and Key Results (OKRs)BetterWorks
Objectives and Key Results is the goal setting framework used at companies like Google, LinkedIn, and Intel. John Doerr, partner at KPCB, passed on Objectives and Key Results to Google helping them grow from 50 to 50,000 people. This is the complete guide to OKRs, containing everything you need to know (even exclusive slides and examples from Doerr himself.)
Learn how to execute effectively your strategies via the OKR (Objectives and Key Results) system in your organization
Schedule in a free Strategy call with me:
https://calendly.com/flowyteam/30min
Contact me for more information on OKRs:
https://www.linkedin.com/in/dirk-schmellenkamp-okr-kpi/
#okrcoach #okrcoaching #okrs #okr
OKR stands for OBJECTIVE KEY RESULT. It is a system originated at Intel (Andy Grove implementing Peter Drucker’s Management by Objective system) and used by several companies such as Google, Zynga, LinkedIn, General Assembly to promote rapid and sustained growth.
OKR Best Practices. Useful tips for creating Objectives & Key ResultHenrik Dannert
Keep your employees Focused, Motivated and Aligned. OKRs make workflow transparent, synchronized between teams and concentrated on the common goal
Our OKR Book includes all the things you need to know about OKR, answers to common questions and comments from seasoned HR-consultants. It will help you understand the OKR framework and how to implement it in your company.
OKR - a guide to objectives and key resultsDan Keegan
A light-weight and informative overview of "OKR" the Objectives and Key Results goal setting methodology as used by Google and hugely popular with some of the world's most successful startups.
OKR (Objectives & Key Results) is used by companies like Google, LinkedIn and Intel. It enabled them to achieve tremendous results. It can enable you to achieve the same.
Businesses and organizations have many things to get done. That requires you to focus on the essentials and be extremely goal-oriented. OKR is a great managent framework that enables you to do just that.
Perdoo makes it easy for organizations of all sizes to manage and measure their progress towards common goals, improve decision-making, and streamline execution.
Check our FUTURE OF WORK BLOG and learn more about OKR
www.perdoo.com/blog
Learn everything you need to know to get started with Objectives and Key Results. How to implement them, what you should pay attention to, and how the methodology is being applied in Europe today.
OKRs are in vogue. But getting started with objectives & key results is a challenge. This small presentation puts forward actionable steps to help you get started.
Objectives and Key Results (OKR) is a collaborative goal-setting framework. They are used by teams and individuals to set challenging, ambitious goals with measurable outcomes.
Objectives and Key Results (OKR) is a popular leadership process for setting, communicating and monitoring quarterly goals and results in organizations. I have summarized the overview of OKR and key points to implement to an organization through my experience to launch it to my company.
Learn how to implement the OKRs goal-setting process to drive company perform...7Geese
The goal-setting process of Objectives and Key Results (OKRs) has been used for a while now by many high-performing tech companies such as Google, LinkedIn, and Dropbox. OKRs are now gaining enormous popularity and many companies are rushing to adopt this process to align and engage their workforce, and to drive company performance. In this workshop you will learn:
- The fundamentals of OKRs and how the process works
- Why you should be using OKRs and what benefits can you expect to see
- Examples of how other tech companies are using OKRs
- How to get started using OKRs in your team or organization
EO Accelerator San Francisco Presentation 13 Jun 2016 RESULTS.com
Business Execution for RESULTS - Lessons learned from working with thousands of SMB clients
Stephen Lynch is the Head of Strategy and Consulting at RESULTS.com. He is a “Kiwi” (New Zealander) living in San Francisco.
RESULTS.com’s software gives them unique and privileged insights into the day to day operations of thousands of small-medium sized growth firms. We see what really works and what doesn’t in terms of strategy execution, goal setting, tracking performance, running effective meetings, engaging employees and holding them accountable.
To save you from spending several lifetimes trying to figure it all out for yourself, you can access these powerful (and often counter intuitive) insights in this presentation.
OKR stands for OBJECTIVE KEY RESULT. It is a system originated at Intel (Andy Grove implementing Peter Drucker’s Management by Objective system) and used by several companies such as Google, Zynga, LinkedIn, General Assembly to promote rapid and sustained growth.
OKR Best Practices. Useful tips for creating Objectives & Key ResultHenrik Dannert
Keep your employees Focused, Motivated and Aligned. OKRs make workflow transparent, synchronized between teams and concentrated on the common goal
Our OKR Book includes all the things you need to know about OKR, answers to common questions and comments from seasoned HR-consultants. It will help you understand the OKR framework and how to implement it in your company.
OKR - a guide to objectives and key resultsDan Keegan
A light-weight and informative overview of "OKR" the Objectives and Key Results goal setting methodology as used by Google and hugely popular with some of the world's most successful startups.
OKR (Objectives & Key Results) is used by companies like Google, LinkedIn and Intel. It enabled them to achieve tremendous results. It can enable you to achieve the same.
Businesses and organizations have many things to get done. That requires you to focus on the essentials and be extremely goal-oriented. OKR is a great managent framework that enables you to do just that.
Perdoo makes it easy for organizations of all sizes to manage and measure their progress towards common goals, improve decision-making, and streamline execution.
Check our FUTURE OF WORK BLOG and learn more about OKR
www.perdoo.com/blog
Learn everything you need to know to get started with Objectives and Key Results. How to implement them, what you should pay attention to, and how the methodology is being applied in Europe today.
OKRs are in vogue. But getting started with objectives & key results is a challenge. This small presentation puts forward actionable steps to help you get started.
Objectives and Key Results (OKR) is a collaborative goal-setting framework. They are used by teams and individuals to set challenging, ambitious goals with measurable outcomes.
Objectives and Key Results (OKR) is a popular leadership process for setting, communicating and monitoring quarterly goals and results in organizations. I have summarized the overview of OKR and key points to implement to an organization through my experience to launch it to my company.
Learn how to implement the OKRs goal-setting process to drive company perform...7Geese
The goal-setting process of Objectives and Key Results (OKRs) has been used for a while now by many high-performing tech companies such as Google, LinkedIn, and Dropbox. OKRs are now gaining enormous popularity and many companies are rushing to adopt this process to align and engage their workforce, and to drive company performance. In this workshop you will learn:
- The fundamentals of OKRs and how the process works
- Why you should be using OKRs and what benefits can you expect to see
- Examples of how other tech companies are using OKRs
- How to get started using OKRs in your team or organization
EO Accelerator San Francisco Presentation 13 Jun 2016 RESULTS.com
Business Execution for RESULTS - Lessons learned from working with thousands of SMB clients
Stephen Lynch is the Head of Strategy and Consulting at RESULTS.com. He is a “Kiwi” (New Zealander) living in San Francisco.
RESULTS.com’s software gives them unique and privileged insights into the day to day operations of thousands of small-medium sized growth firms. We see what really works and what doesn’t in terms of strategy execution, goal setting, tracking performance, running effective meetings, engaging employees and holding them accountable.
To save you from spending several lifetimes trying to figure it all out for yourself, you can access these powerful (and often counter intuitive) insights in this presentation.
Webinar slides with Paul Niven & Ben Lamorte “OKRs: Best Practices from the F...Atiim, Inc.
Learn OKRs from the world’s top OKR experts:
- Best practices from the “real world”
- Learn new tips and practical ideas
- And much more!
Video of webinar is here:
https://youtu.be/QxLTRk8bZ1s
Webinar on Atiim:
https://www.atiim.com/okrs-best-practices-from-the-field/
This presentation reviews current principles in execution and 'getting things done' in a dental practice. Dr. Kazemi discusses several methodologies for execution.
OKRs can be used in any company, with any team size and there really is no downside for having clear goals. The methodology helps people be more productive and focused.
CAS-2015 Workshop OKR’s, use m or lose m (20151204)DareDevilsBE
This is the presentation that we gave for CAS 2015 in Madrid.
Partly theory about OKRs and partly an interactive exercise on making actions and scoring your OKR.
Is Performance Appraisal Salary Justification or Employee Development? Gatto Associates, LLC.
What have performance appraisals turned into?
• Ways to justify the distribution money,
• A play it safe approach by not giving too high or too low a rating,
• A once a year necessity, a drudgery for the boss and employee
• A justification game that organizations have to play
• An untruth based on taking a 5-point scale that turns into a 3-point scale
Skills and Strategies for New Test Managers.pdfApplitools
Explore the skills and strategies needed to be successful in software Test/QA leadership in this session from Applitools.
View the on-demand recording at https://applitools.info/vrd
Objectives and Key Results (OKRs) is an agile goal-setting technique developed back in the 1970s and is gaining prominence with many well known organisations such as Google and Atlassian using it.
The team leader is the main link between the organization’s goals and the people who are responsible for the daily activities that make those goals a reality. Because of the necessary and integral role that this position plays, it is obvious that good team leaders are key to the success of any organization.
Many everyday decisions required within this role affect the revenue, productivity, service levels as well as attitudes and morale. With a role and function of this magnitude, it would seem logical that the process of becoming a team leader would require years of training. However, most team leaders have had little or no training in the required skills.More often than not, today’s teams leaders are men and women who have been promoted from being a superworker to being a team leader. However with the development of some key skills, the superworker can successfully transition into a super team leader!
Learn how to :
Understand the roles and function of a successful team leader
Maximize their power of influence to build a cohesive and productive team
Create clear results-focused action plans
Manage their time to ensure deadlines are met and projects are brought to a successful completion
Is Performance Appraisal: Salary Justification or Employee Development? Gatto Associates, LLC.
Is Performance Appraisal: Salary Justification or Employee Development?
I was coaching a mid-level executive last week and we together reviewed his performance appraisal document that had just been given to him by his boss. In fact, his performance appraisal was anything but an appraisal of his performance!
When each employee performs well, your business unit achieves maximum results. Here we introduce how performance management and planning increases employee performance. I outline the 3 major techniques for managers.
3 Proven Methods to Optimize Your 2018 Strategy and Goals through Culture and...Paige Pulaski
Change management is done through culture. Understanding the strengths of your human capital is imperative to fully implementing a plan and expecting successful execution. As you’re investing time, energy and budget into planning for 2018, you should be asking questions such as, “Do our current employees have the right skills? Do we have the right people in the right roles? If not, how do we remove these barriers?”
You’re checking the most important box – getting a plan in place that, when executed, will propel your organization to the next level. However, many organizations are failing to run the proper diagnostic before implementation to make sure all your assumptions are, in fact, true and in working order. Optimizing your plan is imperative, but execution in 2018 looks bleak without optimizing your workforce first.
In this webinar recording, Tanya Bakalov of BetterSkills, Inc. discusses how to achieve the most success with your plans for 2018 by giving three ways to fully assess the teams you’re trusting to execute.
You will learn how to:
>> Gauge the “do-ability” of your plan with your organization’s current skills
>> Delegate initiative assignments to use each employee in their best capacity
>> Motivate employees to be agents of change and dedicated to your organization’s success
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Modern Database Management 12th Global Edition by Hoffer solution manual.docxssuserf63bd7
https://qidiantiku.com/solution-manual-for-modern-database-management-12th-global-edition-by-hoffer.shtml
name:Solution manual for Modern Database Management 12th Global Edition by Hoffer
Edition:12th Global Edition
author:by Hoffer
ISBN:ISBN 10: 0133544613 / ISBN 13: 9780133544619
type:solution manual
format:word/zip
All chapter include
Focusing on what leading database practitioners say are the most important aspects to database development, Modern Database Management presents sound pedagogy, and topics that are critical for the practical success of database professionals. The 12th Edition further facilitates learning with illustrations that clarify important concepts and new media resources that make some of the more challenging material more engaging. Also included are general updates and expanded material in the areas undergoing rapid change due to improved managerial practices, database design tools and methodologies, and database technology.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
4. ™
OKRs is a critical thinking
framework and ongoing
discipline that seeks to ensure
employees work together,
focusing their efforts to make
measurable contributions that
drive the company forward.
Source: Objectives & Key Results,Paul R. Nivenand BenLamorte
5. ™
™
Clear objectives align everyone at your
company and focus collective effort on
what really matters so that you can
achieve your top corporate goals.
6. ™
OKR Definitions
• Objectives (Os)
- Answers : WHAT we want to accomplish
- A qualitative title or a headline
- A “Strategic Theme”
- Worded to focus on results/outcomes, not activities or tasks
• Key Results (KRs)
- Answers: How will we accomplish the Objective?
- A Key Result is either a Milestone or a quantified Metric
- Author it as a typical measurable objective or MBO
- KRs help you measure the Objective’s progress
- They are the lowest level of detail and don’t break down any further
9. ™
Writing OKRs - The Importance of Language
• Try to word an Objective (i.e. the title/headline) that inspires the
team to reach high and tap into their best performance
• Use action verbs to start Objectives or KRs
• Phrase the OKRs in the language relevant to the target group
17. ™
“Never mistake activity for results.”
- Lou Gerstner, former CEO of IBM and RJR Nabisco
(Credited with turning around IBM’s fortunes)
Image Source: Forbes
18. ™
Task vs. Project vs. Goals
• A task (a “to do”) is something that you do (i.e. tasks are just
“activity”)
• A project is an initiative – to complete your project, you have to do
various tasks
• A goal is the OUTCOME or RESULT that you need to achieve. You
usually have to complete a combination of projects in order to attain
your goal.
20. ™
“Don’t confuse activity with achievement.”
- John Wooden, Basketball Coach
(won ten NCAA national championships in a 12-year period as head coach at UCLA)
22. ™
True Goal Hierarchy TM Technology
Assigning Goals to Different Levels of the Company
Top Company Goals
Team
“Shared Goals”
Individuals
Level:
Departmental
“Shared Goals”
CEO
EVPs/VPs
Employees
Goal Owner:
Team
Managers
23. ™
Top Company Goal:
Business Unit /
Department Goal:
Team Goal:
Individual
Goal:
Key Result 1
Key Result 2
Key Result 3
Example: How You Would Cascade Goals
24. ™
Top Company Goal:
Division /
Department Goal:
Team Goal:
Individual
Goal:
Key Result 1
Key Result 2
Key Result 3
28. ™
Goal Planning
• Objectives
-Limit ideally to only 1 to 3 Objectives (maximum of 5)
1-3 per Company
1-3 Department/Team
1-3 per Individual Person
• Key Results
-1-3 Key Results per Objective
29. ™
Focus:
We must realize—and act on the
realization—that if we try to focus
on everything, we focus on
nothing. A few extremely well-
chosen objectives impart a clear
message about what we say “yes”
to and what we say “no” to.
Source: High Output Management, Andy Grove, p.111
31. ™
Start With Goals
• How is your progress
on your top goals?
• Do you think you’re on
track overall?
• What are the small
wins you’re proud of?
32. ™
Identify Problem
Areas Early
• Where are you stuck?
• What are the
bottlenecks where I
can help you?
• What goals are “At
Risk” (in the red)?
• How can I help you
attain these goals?
33. ™
Cross-Functional Alignment
& Collaboration
• Are teams aligned?
• Is there cross-functional
collaboration?
• Are people commenting
on each other’s goal
progress, praising goal
attainment, nudging the
effort, offering feedback?
38. ™
Source: APA -http://psycnet.apa.org/?&fa=main.doiLanding&doi=10.1037/bul0000025
2016
A random effects model revealed that, on
average, interventions were successful at
increasing the frequency of monitoring goal
progress … promoted goal attainment...
Moderation tests revealed that progress
monitoring had larger effects on goal
attainment when the outcomes were
reported or made public, and when the
information was physically recorded.
Taken together, the findings suggest that
monitoring goal progress is an effective self-
regulation strategy, and that interventions
that increase the frequency of progress
monitoring are likely to promote behavior
change.
40. ™
8 Benefits of Regular and Weekly Check-Ins
1. Know your progress regularly and avoid surprises
2. Identify obstacles before they blow up into big problems
3. Address changes and course-correct early on
4. Keep employees laser-focused on what matters
5. Encourages interaction between managers and employees
6. Recognition of good performance
7. Address any performance challenges in real-time
8. Coach and train employee skills based on real results
42. ™
Goals are combined
with Employee Feedback to
increase performance (&
Employee Engagement in
their work at your company).
Source: Gallup – Employees Want a LoreMorefrom theirManagers
44. ™
Source: Harvard Business Review, Teresa Amabile and Steven Kramer
Ongoing Weekly Progress Check-Ins Offer You a
Significant Competitive Advantage
46. ™
Timeline: If Setting OKR Goals For the 1st Time Ever, It May Take Even a Few Months
To Plan and Socialize Internally
…But If You Do It Once, the Next Time Can Be In Just a Few Days
50. ™
Atiim is an enterprise goals and performance management platform
that transforms the way organizations and their people align and
revolutionizes how companies work to achieve maximum
performance and stellar results.
Our mission is to make mid-market companies more:
aligned, competitive, effective and successful.
(Pronounced: A-Team)
for OKR Goals & Ongoing
Performance Management#1
52. ™
FREE “The Definitive OKR Guide”:
Go to our RESOURCES page:
https://www.atiim.com/resources/
53. ™
Easily set clear business objectives, align your teams, focus
everyone on what matters, track progress,
and drive great results.
Editor's Notes
This is the future
This is the future
Everyone needs to summarize the “Tactics” for each KR during the OKR planning process and before OKRs are set in place for next quarter
Baseline KRs – if you don’t know the actual metrics
Where it started
Big Goals
Agility = must transition from once-a-year annual goal setting to quarterly planning to be agile
Engagement
When you ask any employee at a high-performing, well-run company about what are the company’s top goals, they know clearly what they are, and not only that but they know exactly how their own work aligns directly to them (to help achieve the company’s top goals). Atiim helps every company run like that.
Atiim is a truly unified and integrated goals & real-time performance management platform for the modern workplace.