The document outlines five actionable strategies for effective objective setting to enhance organizational clarity and direction. It emphasizes teamwork in the objective-setting process, the importance of linking objectives to long-term focus domains, the use of Objectives and Key Results (OKRs), making goals measurable, and celebrating successes. By integrating these strategies, organizations can create alignment and engagement across teams.

1. OBJECTIVE
SETTING DONE
RIGHT
5 Concrete ways to make it work

2. MAKE YOUR STRATEGY PREDICTABLE WITH A
PROCESS OF OBJECTIVE SETTING
Create clarity and direction inside and outside your organization.
- Competitors
- Short term trends
- ...
Objectives & Key Results (OKR)
Long term goals
Detractors
- Eco system helping you in the same direction (e.g.: partners, shareholders, etc..)
- Internal unity ( team alignment)
- ...
Accelerators

3. OVERVIEW
Objective setting is teamwork
Set aspiring long term focus domains
Use OKR (objectives & key results)
Make everything measurable
Celebrate successes
1
2
3
4
5 concrete ways to make it work
5

4. 1 OBJECTIVE SETTING IS
TEAMWORK

5. 1. OBJECTIVE SETTING IS TEAMWORK
Board
Middle management &
sales partners
Team
members
Top-Down Approach Bottom-Up Approach

6. 1. OBJECTIVE SETTING IS TEAMWORK
A bottom approach creates involvement & commitment. It also
stimulates creativity in the process.
• Define a long term strategy with
the board.
• Make a budget.
• Set overall targets.
• Brief middle management/sa-
les partners to come up with a
plan to reach these targets.
• Let the team describe their own
‘dream’ for the company.
• Let the team set their own tar-
gets.
• Make teams present their plans
with other teams and ask them
to adjust accordingly.
Top-Down Approach Bottom-Up Approach
Blend both outcomes

7. 2 SET ASPIRING LONG TERM
FOCUS DOMAINS

8. 2. SET ASPIRING LONG TERM FOCUS DOMAINS
Culture
Challenge
Respect
Shared Vision
The Why
• The culture of sharing: share everything
• How the company plan is constantly challenging us
• Continous learning opportunities
• Company DNA based on respect
• Recognition
• Rewards
• How we can change the world
• How we can make a positive impact
• Our story
• Clear objective metrics
• Our deeper purpose
• What we stand for
• Why we exist
• Why customers love us
Bottom-up
process
Teams challenge
eachother
Bottom-up
process
Aspiring Focus
Domains
Take these 5 elements into considaration to create long term commit-
ment and engagement.

9. 2. SET ASPIRING LONG TERM FOCUS DOMAINS
Make sure 80% of your objectives are linked to your long term focus
domains.
Detractors
Accelerators
80%
of your
objectives
- Competitors
- Short term trends
- ...
Objectives & Key Results (OKR)
Long term goals
- Eco system helping you in the same direction (e.g.: partners, shareholders, etc..)
- Internal unity ( team alignment)
- ...

10. 3 USE OKR
(OBJECTIVES & KEY RESULTS)

11. 3. USE OKR (objectives & key results)
Seperate leading indicators from lagging indicators.
KEY RESULTS NEXT YEAR’S
OBJECTIVE
LONG TERM ASPIRING
FOCUS DOMAIN
Going to the gym
Drink more water
Eat healthier
Lose pounds
Ending top 3 at
the London Marathon

12. 3. USE OKR (objectives & key results)
Seperate leading indicators from lagging indicators.
KEY RESULTS NEXT YEAR’S
OBJECTIVE
LONG TERM ASPIRING
FOCUS DOMAIN
Going to the gym
Drink more water
Eat healthier
Lose pounds
Ending top 3 at
the London Marathon
LEADING INDICATORS
KEY RESULTS
LAGGING INDICATORS
OBJECTIVES=

13. 4 MAKE EVERYTHING
MEASURABLE

14. 4. MAKE EVERYTHING MEASURABLE
Spend time in making leading AND lagging indicators measurable
and use the right tools to measure.
KEY RESULTS
Going to the gym
Drink more water
Eat healthier
Go to the gym 2 x per week
Drink 1,5L water per day
Cut down on sugar

15. 5 CELEBRATE SUCCESS

16. 5. CELEBRATE SUCCESES
You’re on a long journey, celebrate every moment you get closer to
your objectives.
Daily Weekly Monthly Quarterly
Eg. e-mail,
Slack,
in team...
In team meetings:
‘Wins of the week’
In team meetings:
‘Wins of the
months’
In team meetings:
‘Quarterly awards’
and incentives
Yearly
In team meetings:
‘Yearly awards’
and incentives

17. “IT’S FINE TO CELEBRATE SUCCESS
BUT IT IS FAR MORE IMPORTANT TO
HEED THE LESSONS OF FAILURE”
BILL GATES
Don’t forget...

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