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/
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.
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.
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.
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!
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.
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.
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.
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 (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 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 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.
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.
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.)
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.
How leadership of employees via Objectives and Key Results (OKR) speeds up th...die.agilen GmbH
The major players in the industry - such as Google, LinkedIn, Zalando, Red Bull, Oracle & Co. - demonstrate it. In modern enterprises, a modern and contemporary framework is used for personnel management - OKR (Objectives & Key Results). Are goal management and "New Work" opposites? OKR combines
both! We explain the method and the framework in detail and show why it is so successful in times of digital transformation - even or especially at EDEKA.
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!
Slides from the ExOperiences call with Lars Lin on OKR for Exponential Organi...Lars Lin Villebæk 岚巍
Transitioning from operational metrics to innovation accounting is challenging. Working with OKR's when building ExO's (Exponential Organizations) makes a lot of sense but can be challenging. Here are some experiences shared in the OpenExO community
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 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 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.
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.
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.)
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.
How leadership of employees via Objectives and Key Results (OKR) speeds up th...die.agilen GmbH
The major players in the industry - such as Google, LinkedIn, Zalando, Red Bull, Oracle & Co. - demonstrate it. In modern enterprises, a modern and contemporary framework is used for personnel management - OKR (Objectives & Key Results). Are goal management and "New Work" opposites? OKR combines
both! We explain the method and the framework in detail and show why it is so successful in times of digital transformation - even or especially at EDEKA.
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!
Slides from the ExOperiences call with Lars Lin on OKR for Exponential Organi...Lars Lin Villebæk 岚巍
Transitioning from operational metrics to innovation accounting is challenging. Working with OKR's when building ExO's (Exponential Organizations) makes a lot of sense but can be challenging. Here are some experiences shared in the OpenExO community
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.
Creating GREAT OKRs and a great quarterly planning process7Geese
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.
[DSC MENA 24] Ahmed_Refaay_- Where to Start Your Data Analytics Journey.pptxDataScienceConferenc1
The world of data analytics is booming, offering exciting opportunities to those who can unlock the power of information. This talk will equip you with a roadmap to kickstart your data analytics journey. We'll explore three key areas to empower your beginning: Business Acumen: Gaining a business understanding is crucial. We'll discuss how to translate business problems into data-driven solutions, ensuring your analysis is relevant and impactful. Six Sigma Foundations: This problem-solving methodology can be a valuable asset. We'll delve into the basic principles of Six Sigma and how they can improve your data analysis approach, leading to more efficient and accurate insights. Data Analytics Fundamentals: We'll introduce essential data analysis concepts like data wrangling, visualization, and basic statistics. Understanding these fundamentals will equip you to handle and interpret data effectively. By combining business acumen, Six Sigma principles, and foundational data analysis skills, you'll be well-positioned to embark on a rewarding data analytics journey. This talk will provide a clear starting point and ignite your curiosity to explore this dynamic field further. at the end we shall share some business cases from our success stories.
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.
RBL Omnia combines five of RBL's exclusive, world-class product offerings: RBL Institute, Virtual Academies, OGS, Online Assessments, and a Research Repository to identify, measure, and monitor the highest impact human capability investments.
RBL Omnia combines five of RBL's exclusive, world-class product offerings: RBL Institute, Virtual Academies, OGS, Online Assessments, and a Research Repository to identify, measure, and monitor the highest impact human capability investments.
RBL Omnia combines five of RBL's exclusive, world-class product offerings: RBL Institute, Virtual Academies, OGS, Online Assessments, and a Research Repository to identify, measure, and monitor the highest impact human capability investments.
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
Managing Talent Like a Business: How to Deliver Greater Value to Your Organiz...Human Capital Media
Talent Development Reporting principles (TDRp) is a ground-breaking, industry-led initiative to run talent like a business to deliver measurable, planned impact with greater effectiveness and efficiency. Historically, many workforce professionals have not had the background or experience to approach talent from a business perspective. Moreover, many CFOs and CEOs, unsure of what really can be expected from HR, have not demanded that it be held to the same management standards as other functions.
TDRp provides standard statements and reports as well as definitions for more than 600 measures, much like GAAP or IFRS does for accounting. TDRp, however, also provides guidance in how these reports and metrics should be used by talent leaders to manage the function like a business. The TDRp framework has been developed for all important workforce processes including learning and development, leadership development, talent acquisition, capability management, performance management and total rewards.
In this webinar, Dave Vance will share the TDRp framework and challenge you to think about the benefits of a more business-like approach to talent in your organization. We’ll talk about using TDRp to:
Show alignment of HR initiatives to your organization’s goals.
Better plan HR initiatives, especially with regard to expected impact and value.
Better execute HR initiatives.
Report results and show the value of your HR initiatives.
Bottom line, TDRp can help you become a more valued business partner making a significant contribution to the success of your organization.
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.
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
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.
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.
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
W.H.Bender Quote 65 - The Team Member and Guest Experience
Webinar slides with Paul Niven & Ben Lamorte “OKRs: Best Practices from the Field”
1. Our Guests: Ben Lamorte & Paul Niven
Objectives & Key Results (OKRs)
Best Practices from the Field
(Pronounced: A-Team)
NEW 2017 Expert Series
(800) 735-4071 hello@atiim.com www.Atiim.com twitter.com/AtiimHQ
Moderated by Zorian Rotenberg, CEO @ Atiim
for OKR Goals & Ongoing
Performance Management#1
2. ™
Our Agenda
1. Introductions
2. OKRs – Fundamentals and Best Practices
3. The OKRs Adoption Framework
4. List of Emailed Questions
5. Open Q&A
3. Paul Niven
• Practitioner first, then consultant, and writer
• Consulted with Bearing Point and CSC
• Author of 6 books and many articles on the subjects of Strategy, BSC,
and OKRs
• Speak at conferences and seminars around the world
• Clients include: Panasonic, Anheuser-Busch, U.S. Navy, D&B
4. Ben Lamorte
• Education: Management Science and Engineering at Stanford
• Started career as a Management Consultant
• Next 10 years: Driver-Based Planning & Financial Models
• Led multiple teams (Sales/Marketing)
• Last 5 years: OKRs Coaching and Training
• Helped 100’s of managers draft and refine OKRs
• Current OKR clients in: UK, Germany, France, US and Canada
• Clients include: Sears, Zalando, CareerBuilder, eBay and D&B
5. 1950s Management by Objectives (MBOs) (Peter Drucker/GE)
• Not Ambitious: Linked to compensation
• Too static: Annual cadence
• Top-down and bureaucratic
1980s Objectives and Key Results (OKRs) (Andy Grove/Intel)
• “Where do I want to go? How will I get there?”
• Ambitious: Decoupled from compensation / public
• Agile: Intel monthly; Quarterly cadence is default
1990s: Google begins using OKRs w/just 40 employees
2000s: 100s of companies (Twitter, LinkedIn, GoPro, Zalando)
History of OKRs
6. Benefits of OKRs
• Easy to understand: Simple terminology that enhances
buy-in, understanding, and support. Rick Klau: “When
OKRs are working well it’s as if everyone has acquired
fluency in a new language.”
• Shorter cadence: Reduces the lag between planning and
action, increasing agility and change readiness.
• Focus on what matters most: Separate the signal from
the noise and isolate the most fundamental priorities.
• Transparency: Everyone sees all OKRs (recall the Google
quote).
• Drive engagement: Teams and individuals have a say in
creating OKRs, and can engage in meaningful discussions
on results.
• Promote visionary thinking: OKRs are meant to stretch
the organization’s thinking on what is possible.
Benefits of OKRs
7. Companies that do goal setting quarterly are
3.5x more likely to be top performers in their industry.
Source: Stacia S. Garr, “High-Impact Performance Management”, Bersin by Deloitte, December 2014
“For the group who used OKRs we saw an increase in their average
sales per hour of 8.5%. This increase is not only statistically significant,
but practically significant.”
- Chris Mason, Ph.D., Sr. Director, Strategic Talent Solutions
Source: https://www.linkedin.com/pulse/sears-holding-company-study-shows-okrs-impact-bottom-line-ben-lamorte
ROI of OKRs by the Numbers
8. OKRs:
A critical thinking framework and ongoing discipline that seeks to ensure employees work
together, focusing their efforts to make measurable contributions.
Ongoing discipline:
Don’t “Set it and forget it.”
Ensure employees work together:
OKRs must maximize cross-functional alignment and collaboration
Focusing their efforts:
OKRs are not a task list. They must represent what is most important
Make measurable contributions:
Key results are quantitative
Critical thinking framework:
Drucker: “The truly dangerous thing is asking the wrong questions.”
Definitions of OKRs
9. Objective - A statement of a broad qualitative goal, designed to propel the
organization forward in a desired direction.
• “What do we want to do”
• Example: Delight customers with relevant offers and communications
Key Result - A quantitative statement that measures the achievement
of a given objective.
“How we will know we’ve met our objective?”
Increase revenue per email sent by 10%
“Add 3 new fields to marketing database”
“Send Better Emails”
“Improve Email Open Rate”
Key Result
Examples
10. Baseline – Used when you need to gather baseline
information in order to set a target.
Example - “Obtain a baseline for coupon
redemption.”
• Metric – The most common. These track quantitative
outcomes designed to gauge success on your
objectives.
• Positive: Increase, grow, build, etc. Key results is framed in
positive language.
• Negative: Reduce, eliminate, lower, decrease, etc.
• Threshold: Used when you require a range. For consultants:
“Maintain a consultant utilization rate between 70 and 80%”
• Milestone – Often used to convert a binary outcome
into a key result. Rely heavily on scoring.
Example - “Release push notification.”
Types of Key Results
11. Characteristics of Effective Key Results
MUST HAVE
1. “Key” not “all” - Is the key result just “business as usual” or is it a “key” result
2. Specific - Using specific language improves communication and avoids ambiguity
3. Measurable - Progress should not be subject to opinion
4. Results are not tasks - Key results are results/outcomes, not tasks
5. Clear - Use High School English with only standard acronyms
6. Aspirational - You achieve more when you set the bar high
7. Scored - Use 0-1 scores to clearly communicate targets, manage expectations
SHOULD HAVE
1. Vertically Aligned - OKRs align with higher level OKRs
2. Horizontally Aligned - OKRs that depend on other teams are jointly defined
3. Progress - Should be possible to make progress on a key result every 1-2 weeks
4. Owned - Most should originate from OKR owner, not corporate mandate
5. Positive - Create metrics where “bigger is better” where possible
Characteristics of Effective Key Results
12. 1. Start at the top and determine why OKRs
2. Create clearly defined roles for the program
3. Agree on deployment parameters
4. Provide OKRs training
5. Communicate OKRs
6. Create OKRs with a coach
7. Own key results, mostly bottom-up
8. Conduct a mid-quarter review
9. Document and share what you’ve learned
Sources: Objectives and Key Results: Driving Focus, Alignment and Engagement with OKRs, by Niven & Lamorte
• Making OKRs part of your DNA (OKRs.com Blog)
• Framework for Adoption, Felipe Castro of Lean Performance
OKR Adoption Framework - 9 Steps
14. ™
You Emailed Us These Questions…
1. How do we figure out what our Objectives should be? And then, how to figure out the Key Results for each Objective? How do
we make sure Objectives sound different (are not the same as KRs)?
2. What to do when Key Results cannot be quantified? Can they just be measurable, but not quantified?
3. Should every goal in the organization be aligned to the top goals? When is it OK not to align?
4. What is truly different between MBOs or SMART goals vs. OKRs (they all look very similar)?
5. Should goal-setting (OKRs, MBOs, etc.) be used as part of performance management?
6. OKRs are recommended to be set quarterly but what if we want monthly goals?
7. Is there a real ROI on using OKRs or setting objectives company-wide?
8. Are OKRs just a passing fad or a niche concept that will go away?
See the Answers (after the webinar) on our blog!
15. Today’s FREE Gift: 10 People Win this Book:
Go here https://www.atiim.com/win-the-book/
16. ™
™
Open Q&A
Thank You!
If you have any other
questions, please feel
free to contact us at:
Paul@okrstraining.com
Ben@OKRs.com
18. ™
Atiim is a 2-in-1 integrated goals and performance management
platform that aligns organizations to achieve maximum
performance and stellar results.
(Pronounced: A-Team)
for OKR Goals & Ongoing
Performance Management#1
19. See How All Company-Wide Goal Align
• How are all the goals
connected throughout our
organization?
• To what are my goals
aligned to?
• What goals are contributing
and aligning to my goals?
• What contributing goals are
affecting my team goal’s
progress?
20. ™
Start All Team Meetings 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?
21. ™
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?
22. ™
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?
23. Set, Align & Track Your Organizational Objectives.
Accelerate Your Results.
Editor's Notes
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.