Creating OKRs is one step in the entire cycle of priority and goal planning within an organization. This deck focuses on 5 main aspects of what makes an OKR great:
1. What goes into a great starting criteria to create a single OKR
2. An understanding of what a great OKR is not as it’s important to understand what not to do, to make sure you’re not going into something blind.
3. How great OKRs come from the right metrics or key performance indicators that match your culture.
4. How you can ensure you’re translating tasks into results and planning out supporting projects properly.
5. And how to get an idea of how you plan to assess progress once it’s all over.
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.
OKR - Objectives and Key Results - Effective Goal Setting on Company, Team an...Blossom IO Inc.
OKR (Objectives & Key Results) is used by industry-leading companies like Google, LinkedIn, Intel, Zynga, Twitter and Oracle for successful planning.
OKR is a simple process of defining objectives on company, team and personal level and connecting each objective with measurable results. OKR help providing the bigger picture for everyone at the company and to understand who is working on what and more importantly why.
Also check out Rick Klau's presentation at the Google Startup Lab "How Google sets goals: OKRs": https://library.gv.com/how-google-sets-goals-okrs-a1f69b0b72c7
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
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 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.
OKR - Objectives and Key Results - Effective Goal Setting on Company, Team an...Blossom IO Inc.
OKR (Objectives & Key Results) is used by industry-leading companies like Google, LinkedIn, Intel, Zynga, Twitter and Oracle for successful planning.
OKR is a simple process of defining objectives on company, team and personal level and connecting each objective with measurable results. OKR help providing the bigger picture for everyone at the company and to understand who is working on what and more importantly why.
Also check out Rick Klau's presentation at the Google Startup Lab "How Google sets goals: OKRs": https://library.gv.com/how-google-sets-goals-okrs-a1f69b0b72c7
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
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.
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.
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.
This OKR playbook is the result of several years of OKR coaching. We offer this support to define, structure and communicate your OKR program within your organization. It helps you think through all aspects of setting up OKRs before deployment.
We use it in our coaching as a support to define the OKR program with executives; as well as a communication support for the launch of the OKR program with the teams; finally as a reference manual for the whole organization.
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.
What are the differences between KPI and OKR frameworks?
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.
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 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.
TalentCove offers the best OKR app on the market that allows you to easily set company, team and individual level objectives and key results, that builds accountability, transparency and motivation to succeed!
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.
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.
Krezzo's "OKR Training Slides" is packed with an operational playbook, training materials, and OKR examples to ensure your program is on the right track. Register to access, and then customize as you wish!
Objective and Key Result from *Measure What Matter* by John DoerrTaufik M. Aditama
*Measure What Matter* by John Doerr is a very amazing book to learn about OKR - an alternate to KPI methods, where i personally think are a more wonderful approach to create a more cohesive environment inside organizations. This slide include a small snippets of what exist in the book.
For every COO, CEO, or many other C-Level in small medium large business, or non-profit organizations, I recommend you to purchase this book through Amazon, or many other wonderful book purchasing platform existed.
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.
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.
This OKR playbook is the result of several years of OKR coaching. We offer this support to define, structure and communicate your OKR program within your organization. It helps you think through all aspects of setting up OKRs before deployment.
We use it in our coaching as a support to define the OKR program with executives; as well as a communication support for the launch of the OKR program with the teams; finally as a reference manual for the whole organization.
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.
What are the differences between KPI and OKR frameworks?
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.
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 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.
TalentCove offers the best OKR app on the market that allows you to easily set company, team and individual level objectives and key results, that builds accountability, transparency and motivation to succeed!
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.
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.
Krezzo's "OKR Training Slides" is packed with an operational playbook, training materials, and OKR examples to ensure your program is on the right track. Register to access, and then customize as you wish!
Objective and Key Result from *Measure What Matter* by John DoerrTaufik M. Aditama
*Measure What Matter* by John Doerr is a very amazing book to learn about OKR - an alternate to KPI methods, where i personally think are a more wonderful approach to create a more cohesive environment inside organizations. This slide include a small snippets of what exist in the book.
For every COO, CEO, or many other C-Level in small medium large business, or non-profit organizations, I recommend you to purchase this book through Amazon, or many other wonderful book purchasing platform existed.
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.
…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
This presentation is a deck from our June 17th, 2015 webinar on the power of habits. It'll run through how to identify bad habits, why the exist, how to empower action to change them into good habits, and what small changes you can start making to build great routines.
Future of Performance Management: 2015 and Beyond7Geese
Performance reviews have long been on every employee and manager’s hate list. Yet we still conduct them.
Why? Because we know performance management is critical to business. The problem however is that for many years we viewed performance reviews as the only way to manage and improve performance.
Thankfully times are changing. We are no longer willing to accept a process and system that isn’t working. We now have expectations, and we all want more. More involvement, more transparency, and more accountability. This is making way for a whole new philosophy on performance management--one that questions a lot of assumptions we previously had.
In this webinar we have discussed:
--The two philosophies of performance management
--Performance Management trends for 2015 and beyond
--What used to work but no longer does
--How to transition from an annual review process to a model of continuous coaching
Strategic Plan > Quarterly Priorities workshopRESULTS.com
In this workshop Stephen Lynch guides you through a curated selection of some of the key elements of the RESULTS.com strategic planning process to help you identify the current issues facing your business, and then align and focus your team on the key strategic moves you need to make to set your company up for success.
Plus you’ll see examples of how you can use the RESULTS.com management software platform to fully engage your people in the execution of your chosen Strategic Projects & Tasks, and how to drive increased accountability for performance.
https://www.wrike.com/blog/tag/okr/ - OKR (Objectives and Key Results) is a planning and goal setting technique made famous by Intel and Google. OKRs represent aggressive goals and define the measurable steps you’ll take towards achieving those goals. This presentation walks you through why and how you can use OKRs to power your business.
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/
Strategy to Execution: Tips to Execute Your Strategy With Excellence.Avi Mizrahi, MBA, BBA.
Strategy is sexy. Execution is really difficult. Perhaps that's why so many strategic initiatives fail. I believe that transitioning from strategy to execution is the biggest challenge facing today's organizations. Execution is a leader's job and this presentation will lay out a practical approach to ensure your strategy is executed with excellence.
In this SlideShare, Richardson discusses how decreasing customer loyalty, higher expectations, and constant competitive threats are making forecasted business from your best customers anything but a certainty. Richardson analyzes how to Driving Key Account Growth by Planning and Execution to Access the White Space.
Engage2Elevate guide to measuring performance engagement R.O.I.Alan Chippindale
Building measurable R.O.I. through performance incentives, motivation, recognition and rewarding has been one of the main tactics for top performing companies to gain a competitive advantage and grow enduring business value (EBV).
Unleashing Potential: Talent Management and Career Development Strategies for...Vanessa Theoharis
This presentation was shared by Vanessa Theoharis and Julie Ried at the American Marketing Association Higher Education Symposium in November 2022.
The market has gone through a whirlwind of a year, as individuals contemplate the next stages of their career journeys, whether within the organization or elsewhere. As higher education leaders, you have the opportunity to create a workplace environment that will attract top talent, engage your team and motivate individuals to stay.
Bringing best practices from across the field, this presentation includes strategies around employee recruitment, retention, and engagement, specifically for marketing and communications teams.
1. Four Product Management mindsets Deploy and balance the Explorer, Analyst, Challenger and Evangelist mindset throughout the product life cycle to avoid common pitfalls and deliver a superior solution.
2. Create context to motivate a high-performing team Practical tips and real-world examples to drive innovation, shared understanding, mitigate risks, and create energy and focus.
3.Understand your profile Evaluate your "go-to" strengths versus where you need to consciously practice, and how to recognize and balance stakeholders’ own.
4. Tools to help you Navigate challenging stakeholder relationships. Emerge with a stronger reputation as a leader when faced with conflicting business priorities, changes in direction, misaligned incentives, resource constraints, unexpected disruptions, and aggressive deadlines.
5. And many more strategies Techniques to say “no” given common stakeholder archetypes, how to diplomatically, authentically yet firmly approach keeping your priorities on track.
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic, and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies. Competency-based training links individual performance to the goals of the organization. A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives.
How to Set Marketing Goals [+ 30 examples]Beth Farris
Before you spend time on marketing tactics, get clear on your goals! Define objectives, strategies, and tactics. Connect to the larger business mission. I explain how in this presentation.
When you’re building a company culture of success, using Human Resources OKRs is a great way to provide focus and align priorities with the rest of your company. If you’re looking for a basic introduction to OKRs, check out our Complete Guide to OKRs: https://7geese.com/okr-objectives-and-key-results-faqs/
Table of Contents:
- Human Resources OKR Examples for Compensation and Benefits
- Human Resources OKR Examples for Culture
- Human Resources OKR Examples for Employee Retention
- Human Resources OKR Examples for Hiring
- Human Resources OKR Examples for Performance
- Human Resources OKR Examples for Staffing and Training
This is How Feedback Increases Your Profitability 7Geese
Feedback is one of the most important ways you managers can help employees leverage strengths. That's why we're going sharing some industry insights on how feedback really impacts teams. Share the results of these studies!
Content by 7Geese, the continuous management platform
Find your FREE GUIDE to Performance Management:
https://goo.gl/dpxRff
Learn more about 7Geese Feedback:
https:/7Geese.com/
10 Reasons Managers Should Have Regular 1-on-1s7Geese
1-on-1s are one of the most important productivity tools you have as a manager. That's why we're going sharing some industry insights on why managers need to facilitate more 1-on-1s. Share the results of these studies!
Content by 7Geese, the continuous management platform
Find your FREE GUIDE on Performance Management:
https://goo.gl/dpxRff
Learn more about 7Geese 1-on-1s:
https:/7Geese.com/
8 Things You Didn't Know About Performance Reviews7Geese
Reinvent your performance review process by understanding what it really takes to help employees improve. Share the results of these studies!
Content by 7Geese, the continuous management platform
Find your FREE GUIDE on Performance Reviews:
https://goo.gl/dpxRff
Learn more about 7Geese Performance Reviews:
https:/7Geese.com/
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
When you’re building a product for growth, using Engineering OKRs is a great way to provide focus and align priorities with the rest of your company. If you’re looking for a basic introduction to OKRs, check out our Complete Guide to OKRs: https://7geese.com/okr-objectives-and-key-results-faqs/
Table of Contents:
- Engineering OKR Examples for Performance
- Engineering OKR Examples for Security
- Engineering OKR Examples for Product
- Engineering OKR Examples for Front-End Development
- Engineering OKR Examples for Back-End Development
When you’re striving for aggressive growth in marketing, using OKRs is a great way to provide focus; here you’ll find marketing OKR examples for every role. If you’re looking for a basic introduction to OKRs, check out our Complete Guide to OKRs:
https://7geese.com/okr-objectives-and-key-results-faqs/
Table of Contents:
- Inbound Marketing OKR Examples
- Event Marketing OKR Examples
- Content Marketing OKR Examples
- Email Marketing OKR Examples
- Social Media Marketing OKR Examples
- Search Engine Optimization (SEO) OKR Examples
How to use OKRs to achieve your year end goals7Geese
Don’t fret–it’s not too late to make a real impact in the last quarter. Just ask successful companies like Google, Dropbox, and Intel, who are all relying on a sophisticated yet simple goal setting process called OKRs, or “Objective and Key Results.”
Learn What an OKR really is and how the process works;
What a good OKR looks like and what a bad one looks like; Examples of other companies that are using OKRs; How to get started using OKRs in your team or organization
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
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
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.
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
Leadership Ethics and Change, Purpose to Impact Plan
Creating GREAT OKRs and a great quarterly planning process
1. Creating a GREAT objective
And a quarterly planning process to support OKRs
2. Kendra Moroz
Director, Customer Engagement
TODAY’S WEBINAR HOSTED BY
@7Geese
#OKRs
I’ll respond after the next 60 minutes!
Wendy Pat Fong
Director, Customer Success
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What goes into a great OKR?
A great starting criteria to create OKRs
An understanding of what a great OKR is not
A focus on the right metrics or key
performance indicators
Translating tasks into results and planning
out supporting projects
Getting an idea of how you plan to assess
progress once it’s all over
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OKRs are not…
Unspecific goals with a task list
Boring and monotonous
Overly specific to be constraining
A statement that notes a business vision
A one-size fits all model
Shortsighted
General actions you plan to take
instead, they
are…
Reminders why you do what you do day-
to-day
Aspirational and challenge you to be
innovative and creative
Written so anyone can understand how
you’re contributing to business strategies
and priorities
Aligned to organizational values
5. our blueprint for a great OKR
Time based with a clear due
date for grading
Non-numeric, qualitative
Aspirational - saying your
outcome with confidence
sounds hard
Answers, “what am I working
towards without focusing on
the tasks that get me there?”
Empowers and promotes
collaboration and cross-
functionality
Numerically measured
Utilizes a threshold or delta to
measure change (from x to y or
‘increases’ or ‘minimizes’)
They are the end result of a
series of tasks, but not the tasks
themselves
There’s a baseline measurement
to move away from or towards
Answers, “how do I know I have
achieved my outcome/
objective?”
Objective criteria Key result criteria
KR #1: 80% of new customers continue
their subscription after 2 months.
KR #2: 50% of new users return
within 2 weeks.
KR #3: Churn rate is < or = 2%
this quarter.
Objective: Customers consistently
find our product useful
An example
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incorporating KPIs into OKRs
Best practices: Clearly define target metrics
important to your core values
and business priorities - this
will keep employees engaged
because it fits with the culture
and direction of the team
Establish a baseline target of
excellence and how you’d like
to move away or towards the
“now” equivalent of that metric
Discuss expectations on
check-in cadence and make
sure it’s realistic for the KPI
Define what the feedback loop
is for the KPI - if you have to
wait more than than the
quarter to receive feedback
from your KPI data, try to avoid
looping it in your KPI otherwise
you won’t be able to effectively
grade success
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An example KPI in an OKR
Objective: Current users consistently receive a
positive customer support experience
Ask yourself: Are you currently at these ideal numbers and want to ensure they stay that way
OR is it that you're not at these baseline numbers and want to get to these targets?
This informs how you select a metric to measure the specific outcome you're trying to achieve.
Decrease median response time from 4 hours to
1 hour on inbound reactive support tickets
Key result:
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linking tasks and projects to OKRs
Move the conversation from,
“what steps am I going to take to complete this outcome,”
to, “what am I expecting to achieve if I successfully complete
this objective? What target indicator will define success?”
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tasks to OKR: an example
Objective or Outcome:
Key result #1 Key result #2Engage and retain existing users,
increasing adoption rate to 60%
(it is currently 45%)
Potential customers understand our industry’s best practices
5 companies successfully
introduce a process they learnt
through our spotlight stories
Supporting project #1
- Task 1: Review success metrics to identify highly engaged customers
- Task 2: Interview customer
- Task 3: Write and publish spotlight story
Supporting project #2
- Task 1: Identify target audience to engage
- Task 2: Create engagement campaign on brand
- Task 3: Ship and promote campaign, monitoring results
Engage customers to write stories
Create engagement campaigns to
share stories created
Supporting project #1
- Task 1: Identify target audience best suited for webinar
- Task 2: Create engagement campaign to inform customers of webinar
- Task 3: Execute webinar, analyzing results to incorporate next time
Supporting project #2
- Task 1: Write blog content that resonates with current industry trends
- Task 2: Use social media to engage potential customers
- Task 3: Engage existing marketing leads using the content
Webinar on best practices in our industry
Write and network 5 blog posts per month
to increase sales qualified leads
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Objectives focus on:
You want to focus on the right metrics for
growth, not just if something is completed
the impact of a series of tasks
are larger in scale
focus on aspirations and innovation
smaller action items
are small in scale
focus on milestone completion
Tasks focus on:
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top-to-bottom or bottom-to-top?
Making an objective great means also considering how it
aligns with other objectives in the organization
OKRs are driven by business priorities and core values -
alignment keeps everyone’s agenda focused to what defines
success for the team as a whole
Organization objectives act like a “North Star”
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grading OKRs
Have a conversation about grading while you set your OKR
Make sure your expected evaluation criteria matches your culture
One-size-fits-all is not the right approach - every OKR is unique
OKRs are about achieving objectives, not bonuses
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performance bonuses and
OKRs co-existing
Best practice:
keep the two separated
Linking incentives to goal-setting can lead to competition
over collaboration, quantity over quality, and less innovative,
challenging, and success stretching goal-setting
Keep in mind… Connect bonuses to organizational OKRs over individual
OKRs - promote collaboration over competition
Have oversight over everyone’s OKRs to ensure they meet
company-wide expectations
Link bonuses not solely to OKR performance, but other
criteria, such as professionalism brought to work, skills
acquired, the level of OKR difficulty, amongst others.
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a great OKR is a goal that people
want to look at
Every month, every week - consistently engaging OKRs turns
goal-setting into a habit. This changes how individuals
approach everyday jobs-to-be done.
Milestones become natural, focusing conversations on what
you need to do next to aim even higher.
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quarterly planning process
best practices
Best practice is to:
- Go over yours and your team’s prior performance
- Evaluate how things went and why
- Discuss how you’re going to align goals over the
new quarter
- Document how you plan to ensure mistakes from
the last quarter aren’t carried over
- Remind the team about core values and
strategical vision
Timeline: 3 weeks prior to
the current quarter’s end
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Step 1: Leadership
creates OKRs at the
organizational level.
Once finalized, they are
distributed to everyone
on the team.
Timeline: 3 weeks before
the quarter’s end
Step 2: Team leads
discuss with their team
how everyone can work
to bring these
organizational OKRs to
life.
Timeline: 1 week after
organizational objectives
are distributed
Step 3: Team leads are
responsible to
communicate how their
teams align to the
organizational
objectives.
Timeline: 1 week prior to
step 4, an all hands
meeting
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Step 4: ALL HANDS MEETING!
Connect to finalize and visualize everyone’s OKRs.
Discuss how they relate to each other, what will be
done over the quarter to ensure both parties are
committed to reaching the desired outcomes.
Discussions focus on risks, blockers, or resources
needed to support the OKRs.
By the end of this meeting there should be no lack
of understanding, on for example, how an OKR may
not support an organizational goal.
Timeline: A few days before the start of the quarter.
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awareness alone isn't valuable -
it's how you wield it
Every great planning day incorporates a discussion where
everyone gets asked ”can you commit to all of this?”
Have conversations that answer what success means in
relation to how each team will support the other. and
what resources is needed to make that support a success
Clearly discuss how goals will be tracked and how
everyone will be held accountable
Aligning
conversations
Assess cross-
functional
goals
Reflect on personal
commitment
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THANKS TO THE MANY GREAT QUESTIONS THAT INSPIRED THIS CONTENT
Identifying key metrics that will help motivate employees who are disengaged.Amy
Translating tasks into outcomesTheodora
What is the right balance between OKRs for a team vs. their other day-to-day work?Clint
Is it better to focus on quarterly objectives or annual ones?Vishal
More about the OKRs planning processRakesh
How do you write compelling OKRs quarter after quarterJamie
Just to learn best practices
EVERYTHING!
What does a standard / best practice quarterly planning process look like from start to
finish, including recommended timings?
Filip
Aidan,
Paola, and
Laurie
How do you get individuals to update status of their OKRs?Akshay
How do you translate KPIs into OKRs?Kat
23. JOIN US, TUESDAY AUGUST 18TH
WEBINARS
A RECORDED VERSION OF THIS QUESTION-ANSWER SESSION WILL BE AVAILABLE WITHIN 24S, SENT VIA E-MAIL.
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Rethinking the org chart: Areas of Responsibility (AoRs)