CAS-2015 Workshop OKR’s, use m or lose m (20151204)
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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.
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Slides from our webinar conducted on January 28th, 2015 about the Objectives & Key Results goal-setting process.
It’s the start of a new year, and for many of us that means setting and achieving some serious company goals.
A lot of companies are attributing their success to a sophisticated goal setting process called Objectives and Key Results, or OKRs for short. OKRs is the goal setting methodology used and popularized by companies like Google, Dropbox, and Zynga.
OKRs help businesses achieve complete transparency and alignment with clearly defined goals. It also helps with measuring their progress and provides opportunities to reflect back and understand what worked and what didn’t. It’s no wonder companies everywhere are flocking to it.
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In this webinar we’ll cover:
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– How many OKRs you should have
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– What are the responsibilities of the employees and managers during an OKRs cycle
– How to create engagement during an OKRs cycle
– How to measure, score, and learn from OKRs
– What is the timeline of the activities that need to be done to execute an OKRs cycle
– Audience Q & A session
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This session is taking participants on a trip to refresh & validate knowledge on what OKRs can bring. Understanding how this framework can uplift your autonomy and guide you, your team and your company to reach a shared purpose.
With one foot in theory and the other in practice, this workshop teaches you why and how to embed OKRs in your operating system.
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This guide is designed for leaders who want to plan their company's 2018 roadmap to success using OKRs (or Objectives and Key Results) for the first time.
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It’s the start of a new year, and for many of us that means setting and achieving some serious company goals.
A lot of companies are attributing their success to a sophisticated goal setting process called Objectives and Key Results, or OKRs for short. OKRs is the goal setting methodology used and popularized by companies like Google, Dropbox, and Zynga.
OKRs help businesses achieve complete transparency and alignment with clearly defined goals. It also helps with measuring their progress and provides opportunities to reflect back and understand what worked and what didn’t. It’s no wonder companies everywhere are flocking to it.
…So, where do you start? And how do you become one of the many companies benefitting from OKRs?
In this webinar we’ll cover:
– Quick introduction and how to get started if you are new
– How many OKRs you should have
– How to align and cascade OKRs
– What are the responsibilities of the employees and managers during an OKRs cycle
– How to create engagement during an OKRs cycle
– How to measure, score, and learn from OKRs
– What is the timeline of the activities that need to be done to execute an OKRs cycle
– Audience Q & A session
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This document discusses OKRs (Objectives and Key Results), a goal setting technique used by companies like Google and LinkedIn. It describes OKRs as setting ambitious objectives with measurable key results to help align teams and track progress. OKRs should have a 70% completion target and be revisited regularly. The document provides tips for writing OKRs using the SMART model and implementing them by cascading objectives throughout the organization and regularly updating progress.
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This session is taking participants on a trip to refresh & validate knowledge on what OKRs can bring. Understanding how this framework can uplift your autonomy and guide you, your team and your company to reach a shared purpose.
With one foot in theory and the other in practice, this workshop teaches you why and how to embed OKRs in your operating system.
The Guide to Kickstarting 2018 Using OKRs
This guide is designed for leaders who want to plan their company's 2018 roadmap to success using OKRs (or Objectives and Key Results) for the first time.
Here's what we cover:
- Overview of the OKR methodology
- How OKRs affect and benefit organizations
- What it means to align OKRs with your core values
- How to kickstart 2018 using OKRs
- Tips to mitigate common mistakes when using OKRs
Watch the presentation here: https://vimeo.com/254015399
OKRs: Objectives and Key Results, the basics
A workshop on understanding the basics on using OKRs for your organisation. Ericsson's High Performing Team Environment (HTE) network Learnathon (learning marathon), February 2015.
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1) OKRs are a goal-setting framework that cascades organizational objectives down through departments and individual goals, with quantifiable key results to measure success.
2) The framework originated at Google in 1999 and has since spread to other tech companies to drive performance through data-driven goals.
3) OKRs follow a process where objectives and key results are negotiated between managers and direct reports, with 60-70% achievement targeted each quarter through continuous feedback and learning.
The Guide to Objectives and Key Results (OKRs)
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.)
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What’s behind the success of aligning their people and teams to work as one towards set goals?
It’s the magical acronym OKR – Objectives and Key Results. All of them use it and love it. Today we’re introducing OKR support also in Weekdone team collaboration software.
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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.
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John Doerr, one of the advocates for Objectives and Key Results, has said:“I remember being intrigued with the idea of having a beacon or north star every quarter, which helped set my priorities. It was also incredibly powerful for me to see Andy’s OKRs, my manager’s OKRs and the OKRs for my peers. I was quickly able to tie my work directly to the company’s goals. I kept my OKRs pinned up in my office and I wrote new OKRs every quarter, and the system has stayed with me ever since.“
OKRs is a easy process of setting company, team and personal goals and connecting each goal with 3-4 measurable results. As you achieve those results, the whole objective gets marked done.
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- Why Set Objectives?
- What are OKRs?
- OKR Implementation
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- Regular Check-Ins
- Running Meetings
- Alignment
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The document discusses OKRs (Objectives and Key Results), a goal setting framework popularized by John Doerr at Intel and later adopted by Google. It provides examples of good and bad OKRs and discusses some key aspects and common misconceptions about OKRs. OKRs should be focused, measurable, executable and inspire progress. Objectives should define a general direction of change and have 3-5 measurable key results to track progress. OKRs are for alignment, not performance evaluations or exhaustive strategic planning.
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OKRs identifies the main objective as well as the key results — the framework and the way to get there. To achieve the objectives identified with OKR, teams must establish measurable actions to take in order to achieve high-level goals. OKRs are often highly ambitious and are designed to align and push the company into full-gear as a cohesive unit, but also give individual contributors autonomy, which encourages innovation on the road to goal achievement.
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To watch Kris' complete presentation, head to http://www.heavybit.com/library
Kris Duggan is the CEO and Co-Founder of BetterWorks, an enterprise goals platform trusted by high performing companies to engage, empower and cross-functionally align their workforces. The company's board of directors include investor Kleiner Perkins Caufield Byers' John Doerr and Google's Shona Brown. Prior to BetterWorks, he was the founding CEO of Badgeville.
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-How early-stage developer companies can get started on their company-wide OKRs;
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To watch Kris' complete presentation, head to http://www.heavybit.com/library
Kris Duggan is the CEO and Co-Founder of BetterWorks, an enterprise goals platform trusted by high performing companies to engage, empower and cross-functionally align their workforces. The company's board of directors include investor Kleiner Perkins Caufield Byers' John Doerr and Google's Shona Brown. Prior to BetterWorks, he was the founding CEO of Badgeville.
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OKRs (Objectives and Key Results) are a goal-setting framework that includes setting ambitious objectives and quantifiable key results to measure progress. An example team OKR is given to improve the company's technical brand by launching a blog, promoting through social media, and employee participation in technical events. OKRs are graded on a scale of 0.6 to 1.0 and transparency is encouraged by making OKRs public. The process involves drafting, negotiating, and periodically checking progress toward objectives.
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This presentation reviews current principles in execution and 'getting things done' in a dental practice. Dr. Kazemi discusses several methodologies for execution.Introduction to OKR Goals (OKRs 101)
This document discusses OKRs (Objectives and Key Results), a framework for setting goals and measuring progress. It emphasizes the importance of aligning employees by focusing collective efforts on measurable priorities that further business objectives. Regular check-ins are recommended to keep teams on track, address challenges early, and promote goal attainment. Studies show interventions that increase progress monitoring can boost performance and behavior change.
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The document provides guidance on how to write SMART objectives. It explains that objectives should be specific, measurable, attainable, relevant, and time-bound. An example objective is given to improve communication consistency, with details filled into a table matching each letter of SMART. Objectives help employees know what is expected of them and guide their performance and contributions.
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TIME MANAGEMENT & GOAL SETTING in any job
Time management and goal setting are important skills. Effective time management includes understanding time management strategies, setting clear goals, prioritizing tasks, and using tools like the Eisenhower matrix. Goal setting involves dreaming big but also establishing SMART goals in writing with an action plan. Key aspects of goal setting are evaluating progress regularly and holding oneself accountable. The overall document provides tips on managing time well through clarity, prioritization, single-handling tasks, and saying no to low-value activities. It also emphasizes setting goals that motivate through dreams, priorities, accountability, and reflection.
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This document provides information on setting SMART goals. It defines what goals are and why they are important for growth, motivation, and focus. Goals help provide direction and priorities. There are two types of goals: micro goals which are short-term and contribute to macro goals, which are long-term targets that can span years. The document outlines the SMART criteria for setting effective goals: specific, measurable, attainable, relevant, and time-bound. Setting goals using these criteria can encourage behaviors and guide progress towards objectives. Examples are provided for each letter in SMART.
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The document discusses effective goal setting strategies for startups. It recommends setting specific, measurable goals with clear milestones and action items to achieve them. It describes techniques like OKRs, SMART goals, and roadmapping progress with milestones and tasks. The document advises making goals challenging but attainable, getting early wins, adjusting course as needed, prioritizing based on value and risk, and committing to accountability.
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CAS-2015 Workshop OKR’s, use m or lose m (20151204)
- 1. OKR’s Use ‘m or lose ‘m!
- 2. OKR 101 I will ________ as measured by ____________.objective key result
- 4. How? ⋆ Qualitative ⋆ Actionable by the team independently ⋆ Use the language of the team Leading questions ⋆ What do we want to achieve? ⋆ What do we want to change/improve? ⋆ How can we contribute to company level?
- 5. Key results Are we there yet?
- 6. How? ⋆ Quantitative ⋆ Observable ⋆ Difficult, not impossible ⋆ Balanced metrics Leading questions ⋆ Imagine the perfect future ⋆ How can we tell when we reach our objective?
- 7. Success? Success is not checking a to do list. Success is having an impact. If you complete all tasks and nothing ever gets better, that's not success.
- 8. Rule of thumb 2 objectives 2-3 key results 3-5 actions
- 9. Stretching Be ambitious in setting goals, but... Understand you have a breaking point
- 10. Calculate OKR results Key Result score Measure the impact of the actions Objective score Average of all Key Result Scores Target OKR score = 0.7
- 11. Company OKR’s - Long term Team & personal OKR’s - Mid term Action update & intermediate scoring - Short term Each level, its own pace
- 12. The values of OKR’s
- 15. Focus “What we are NOT doing”
- 16. Action time! Let’s put theory in practice
- 17. First step: Connecting the dots - Form teams (3-6 people per team) - Per team Mix & Match: - sort Objectives from Key results - pick one Objective and find matching Key Results
- 18. Second step: Make progress Per team - Choose 1 OKR - Define ‘Actions’ to obtain success (3-5 per round) - What can I do to reach my key results? - Play out your Actions - Select scoring mechanism - Score your results
- 19. Third and final step: Evaluate OKR Did I reach my OKR, 70% or more ? ⋆ Yes = Yay! ⋆ No = Keep or lose?
- 21. Use ‘m or lose ‘m Feedback & Questions on OKR’s?
- 22. When in trouble... Petra Liesmons: petra.liesmons@plunge.be Kitty Iding: kitty@agilecocktails.nl