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.
OKRs: How Google Achieves Company Goals Weekdone.com
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.
OKRs, on a personal, team's and company level make up a system that shows how everything one person does connects to the work of others.
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.
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.
OKRs: How Google Achieves Company Goals Weekdone.com
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.
OKRs, on a personal, team's and company level make up a system that shows how everything one person does connects to the work of others.
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
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.
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
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.
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.)
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.
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.
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 - 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
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/
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
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.
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
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.
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.)
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.
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.
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 - 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
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 outlines the idea of Objectives and Key Results (OKR). It is based on the book by John Doerr, and the concept popularized at Intel, Kleiner Perkins, and Google.
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.
Introduction to performing an assessment of your company's product management...CompellingPM
The Product Management and Product Marketing Roles are some of the most strategically important roles in an organization and when well executed, can help the organization consistently deliver products and services that are successful in the market and result in increased revenue, market share and profitability. But unfortunately, these are also some of the most misunderstood roles and too often are relegated to tactical duties and miss out on delivering the strategic value and impact that they could deliver to the organization.
How do you ensure that your Product Management & Product Marketing team is consistently delivering strategic value? How do you know if the structure and process you have in place are right for your organization? How do you know if your team is doing all of the critical activities they should be doing? How do you know if you have the right people in these roles?
The starting point is to do an Assessment of Your Product & Market Management Practices.
This presentation was done at the MD&M West Conference in Anaheim, CA on 2/11/15. In it, we explain why most lean programs fail to produce lasting results, why a lean transformation model should be based on Key Process Indicators (KPI) and Key Behavioral Indicators (KBI), how strategy deployment and A-3 thinking can be used to cascade metrics and goals down to the front lines, and how to operationalize lean daily management and daily Kaizen using A-3 and the Improvement Kata
Download the free editable version here: http://bit.ly/1E5QRdQ
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3. These slides are just samples.
You can download full version of
these PPT files at :
www.HR-management-slides.com
4. Book of Measure What
Matters was written
by John Doerr, an
accomplished investor
who co-funded Google
and Amazon. He is also
considered as a God in
the world of venture
capital; and dubbed
the Godfather of Silicon
Valley.
5. Measure What
Matter contains a
series of principles
and strategies for
growing business
performance
exponentially. This
principle can also be
used to hone personal
development.
6. The main concept in this
book includes how to
effectively manage
OKR = Objectives +
Key Results
7. OKR = Objectives + Key Results
Objectives : what is the main
goal you want to achieve
Key Results : a measurable
indicator that shows we have
succeeded in achieving our
goals
8. OKR Example
Objectives : to be a market leader
Key Results :
• Achieving sales of USD 100 billion
this year
• Customer satisfaction score above
99 on a scale of 1 - 100
9. OKR Example
Objectives : to increase the effectiveness of
social media marketing activities
Key Results :
• To get 100 customer prospects per month
through social media marketing activities
• To increase the number of followers by
50% every month on all social media
accounts
10. OKR Example
Objectives : To make high-quality products
Key Results :
• The defect rate fell to 0% in the first half of
this year
• Number of customer complaints on product
quality = zero (zero complaint)
11. OKR Example
Objectives : to reduce employee turnover
(reduce the number of employees who resign)
Key Results :
• Employee satisfaction scores are 9 on a
scale of 1 – 10
• The percentage of employee turnover
decreased by 40% compared to last year
12. 4 Key Steps to
Successfully Implement
the OKR System
14. Each work unit and
every level starting
from the lowest,
middle and upper
levels of work units
must formulate
OKR optimally
according to their
needs and
challenges.
15. Each work unit
should create 3 –
5 objectives.
Then each
objective is
accompanied by
1 – 3 KR (Key
results)
16. OKR of every business unit must be
measurable, challenging, with clear
deadline, and also aligned with the
corporate goals
16
17. OKR must meet vertical alignment. This
means that the OKR of the work unit below
must be in line with the OKR of the work unit
above it.
In addition, OKR must also meet the
principles of horizontal alignment = OKR
must support each other between one work
unit and another. So synergy is created. Don't
let the OKR of one department be out of sync
with the OKR that other departments want to
achieve.
18. Examples of OKR that meet vertical alignment.
Sales Manager OKR:
• Increase sales by 50%
OKR Supervisor and Sales Staff :
• Double the number of prospect buyers
• Increase the frequency of visits to customer
prospects from 1 to 2 times per month
19. Examples of OKR that meet horizontal
alignment.
Production Manager OKR:
• Increase the level of competence of
production staff in all departments
HR Manager OKR :
• Increase the amount of training on
production skills
• Develop a mentoring program for production
staff
21. The next step that needs to be done after
the OKR is arranged in each work unit is: to
describe this OKR into a more detailed
action plan.
22. The Action Plan contains a series of key
activities that need to be carried out in
order to achieve OKR. Specifically, each
action plan must at least consist of the
following elements:
• Type of activity or key activities to be
carried out
• When will it be done?
• Who's in charge?
• What results to expect?
23. The Action Plan includes the
activities that need to be carried out
for sucessfull OKR. Here are some
examples of the main activities that
need to be carried out to realize
OKR........
24. Key Results : To increase the number of followers by 50%
every month on all managed social media accounts
• Action Plans:
• Prepare a content schedule for the next month,
containing the amount and types of content that
must be created and uploaded
• Execute the content plan that has been compiled
above (e.g. upload 2 contents per day for all
social media accounts)
• Conduct weekly evaluations to measure which
content has the highest engagement, and serve
as input for next month's content plan
25. Sample of Action Plan
Key Results :
• Implementing attractive incentive and bonus
schemes in the first quarter of this year
• Action Plans:
• Developing new policy proposals and incentive
system (completed week of February 4)
• Obtaining approval from the Board of Directors
for new incentive proposals (week 1 March)
• Socializing and implementing the new incentive
system (week 3 March)
26. Without a detailed action plan for
each prepared OKR, it will be difficult
for us to achieve the expected OKR.
A systematic action plan is a BRIDGE
to realize the predetermined OKR.
28. To be successful, the implementation
progress of OKR must always be
monitored. The company should have
PERFORMANCE DASHBOARD capable of
displaying various data on OKR
achievement regularly and accurately.
Through this dashboard, all team
members can monitor the progress of
achieving OKR objectively.
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Example of performance
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32. Example of
performance dashboard display
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34. Steps that need to be taken in the monitoring
stage:
1. Each work unit is required to perform
performance review meeting to discuss
OKR achievements, at least once a
month
2. In each review session, each work unit is
required to discuss performance
improvement plan and solutions to
overcome existing obstacles.
35. When OKR is not achieved, you MUST
focus on SOLUTION; NOT blaming
others or looking for excuses.
A SOLUTION mentality, and not a
blaming mentality, needs to be
cultivated in order to create a high-
performance work climate.
36. The review process for the achievement of
OKR must be carried out regularly and
consistently. Because with this
mechanism, performance improvement
plans can continue to emerge. Through
this review, the performance
accountability of each team is managed
and maintained. Without a regular review
process, the implementation of OKR will
not run optimally.
38. In order to motivate employees to
achieve OKR, it is necessary to have
an attractive bonus scheme for work
units that are able to achieve OKR
successfully. On the other hand, work
units that fail to achieve OKR, could
not get a bonus.
39. Example of linking OKR achievement
with bonuses:
• 100% OKR achievement or more, then
bonus 3 times salary
• OKR Achievement 96 – 100% = bonus
1 times salary
• OKR Achievement 90 – 95 = bonus 0.5
times salary
• OKR achievement below 90 = zero
bonus
40. Recap 4 steps of implementing OKR
successfully:
1. Each work unit must develop a
measurable and optimal OKR
2. Elaborate OKR in a more detailed
Action Plan
3. Monitor and review the achievement of
OKR every month
4. Associate OKR achievements with
BONUS