OKRs are objectives and key results used for goal setting, while CFRs refer to conversations, feedback, and recognition which provide important context beyond just measuring if a goal was achieved or not. CFRs involve regular check-ins and discussions between managers and employees to discuss progress, challenges, and adjustments needed. They also include providing constructive feedback and recognizing accomplishments to drive engagement. Implementing both OKRs and ongoing CFRs can help create a continuous performance management process in organizations.
In his book, The Lean Startup, Eric Ries highlights the value of the iterative & incremental approach to technology development AKA agile( & scrum;) he also elaborates on his lean startup model by publicizing MVP & “The Build, Measure, Learn” loop. All this in mind, almost at all levels and growth phases of businesses, tech teams are continuously being bombarded by difficult yet crucial prioritization questions resulting in decision fatigue, and inaction.
We will introduce “OKRs” Objectives & Key Results. A simple yet effective goal-setting tool that guarantees visibility & alignment across the whole organization; Business, Tech, Design, Finance, Operation, etc.
This will extend your “lean startup” knowledge with OKRs a model pioneered by Andy Grove; Former Intel CEO & John Doerr; VC & Author of Measure What Matters. John introduced the model to Google back in the early days & they adopted it on-the-spot & have been publicizing it ever-since.
Whether you are a company of one, A small startup, A growing one or a big enterprise, OKRs along with Agile & Lean Startup models will definitely be an invaluable addition to your toolbox.
This presentation looks to improve the plan-do-review process by identifying some templates for briefing and debriefing and drawing on the knowledge from the Military and Elite Sport.
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.
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!
In his book, The Lean Startup, Eric Ries highlights the value of the iterative & incremental approach to technology development AKA agile( & scrum;) he also elaborates on his lean startup model by publicizing MVP & “The Build, Measure, Learn” loop. All this in mind, almost at all levels and growth phases of businesses, tech teams are continuously being bombarded by difficult yet crucial prioritization questions resulting in decision fatigue, and inaction.
We will introduce “OKRs” Objectives & Key Results. A simple yet effective goal-setting tool that guarantees visibility & alignment across the whole organization; Business, Tech, Design, Finance, Operation, etc.
This will extend your “lean startup” knowledge with OKRs a model pioneered by Andy Grove; Former Intel CEO & John Doerr; VC & Author of Measure What Matters. John introduced the model to Google back in the early days & they adopted it on-the-spot & have been publicizing it ever-since.
Whether you are a company of one, A small startup, A growing one or a big enterprise, OKRs along with Agile & Lean Startup models will definitely be an invaluable addition to your toolbox.
This presentation looks to improve the plan-do-review process by identifying some templates for briefing and debriefing and drawing on the knowledge from the Military and Elite Sport.
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.
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!
Learn This Efficient Model for Building High Performing Teams.pdfCenterfor HCI
No matter what industry you work in, productive and efficient teams are a must for success. Yet it’s not always easy to create and maintain a well-oiled team. For this, the Drexler-Sibbet Team Performance Model is there as it provides a simple, step-by-step framework for understanding team development. For more information regarding the benefits of executive coaching and human capital consultants, please visit the Center for human capital innovation.
Leader as Coach: from GROW Coaching to FLOW CoachingTim Coburn
A one page comparison of GROW Coaching and FLOW Coaching. The advantages of FLOW Coaching show how it could give leaders are more effective coaching tool than they currently use.
The Importance of Core Values: How to Captivate Customers & Compel Teams QuekelsBaro
In this Process Street article, we’ll explore why core values are important, how they align with mission and vision, and some examples of core values from other companies.
Objectives and Key Results (OKRs) is an agile goal-setting technique developed back in the 1970s and is gaining prominence with many well known organisations such as Google and Atlassian using it.
ENGAGEMENT VS. DISENGAGEMENT: WHAT IT DOES TO YOUR COMPANY AND HOW TO GET YOU...Human Capital Media
Studies show that 45% of employees are only partially engaged in their work and 26% are completely unplugged. Low engagement leads to low performance, which leads to lower profits for your organization. So, what is engagement anyway? And how do we get employees to truly engage? In this webinar, Bridge by Instructure Product Marketing Manager Ike Bennion will show us the ramifications of engagement and disengagement and how each role in your company can become truly engaged.
Join us for our webinar where you’ll learn how to:
Identify individual employees who need to maximize engagement and how to provide it to them
Deputize managers in enhancing engagement
Strategies to help your company “lead from the top” and align executives to employee engagement efforts
Learn This Efficient Model for Building High Performing Teams.pdfCenterfor HCI
No matter what industry you work in, productive and efficient teams are a must for success. Yet it’s not always easy to create and maintain a well-oiled team. For this, the Drexler-Sibbet Team Performance Model is there as it provides a simple, step-by-step framework for understanding team development. For more information regarding the benefits of executive coaching and human capital consultants, please visit the Center for human capital innovation.
Leader as Coach: from GROW Coaching to FLOW CoachingTim Coburn
A one page comparison of GROW Coaching and FLOW Coaching. The advantages of FLOW Coaching show how it could give leaders are more effective coaching tool than they currently use.
The Importance of Core Values: How to Captivate Customers & Compel Teams QuekelsBaro
In this Process Street article, we’ll explore why core values are important, how they align with mission and vision, and some examples of core values from other companies.
Objectives and Key Results (OKRs) is an agile goal-setting technique developed back in the 1970s and is gaining prominence with many well known organisations such as Google and Atlassian using it.
ENGAGEMENT VS. DISENGAGEMENT: WHAT IT DOES TO YOUR COMPANY AND HOW TO GET YOU...Human Capital Media
Studies show that 45% of employees are only partially engaged in their work and 26% are completely unplugged. Low engagement leads to low performance, which leads to lower profits for your organization. So, what is engagement anyway? And how do we get employees to truly engage? In this webinar, Bridge by Instructure Product Marketing Manager Ike Bennion will show us the ramifications of engagement and disengagement and how each role in your company can become truly engaged.
Join us for our webinar where you’ll learn how to:
Identify individual employees who need to maximize engagement and how to provide it to them
Deputize managers in enhancing engagement
Strategies to help your company “lead from the top” and align executives to employee engagement efforts
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
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[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Attending a job Interview for B1 and B2 Englsih learners
OKRs and CFRs.pdf
1. OKRS
AND CFRS
By Sam Prince
Learn more about goal setting and OKRs
at WhatMatters.com
WhatMatters.com _1
2. INTRODUCTION OKRS and CFRs
In Measure What Matters, John Doerr introduces a sibling
to Objectives and Key Results (OKRs) called “CFRs,” which
are short for: Conversations, Feedback, and Recognition.
CFRs give the sometimes black or white grading of OKRs
the necessary color to paint a more descriptive picture.
CFRs allow a team to go beyond the question, “Was the
goal achieved or not?”
To hazard a soccer analogy: Let’s say objectives are the
goal lines, the targets you’re aiming for, and key results
are the incremental markers on the field. To flourish as a
group, players and coaches need something more,
something vital to any collective endeavor. CFRs embody
all the interactions that tie the team together in a game
and from one game to the next. They’re the videotape
postmortems, the intrasquad meetings, the replay
huddles—and the goal line celebrations for jobs well done.
Together with OKRs, CFRs combine to become
Continuous Performance Management. However, while
OKRs are widely understood, the ideas of Conversations,
Feedback, and Recognition are not.
Let’s break them down:
— What’s the main difference between an OKR and a
CFR?
— What is continuous performance management?
— What are some good questions to ask for
Conversation and Feedback?
— Why is recognition so important?
— What is “continuous recognition?”
WhatMatters.com _2
3. What’s the main difference between an OKR and a CFR?
Objectives are what you want your team to accomplish.
Key results describe how you will do it. Objectives are
significant and action-oriented. Key results are specific
and measurable. OKRs can only be graded with
“complete” or “incomplete.” CFRs, on the other hand,
are the result of public, transparent OKRs and afford a
larger vocabulary.
CFRs should be happening through the OKR cycle and
should take place in the 1:1s. They should also take
place at the end of an OKR cycle. The conversation
should be in-person or over a video conferencing
service, not on Slack or over the phone, and should
include goal-setting, reflection, and ongoing progress
updates. The feedback should be specific and
constructive—an opportunity for employees to say to
their supervisors: what do you need from me to be
successful? And now let me tell you what I need from
you.
What are some good questions to ask for Conversation
and Feedback?
Some questions to get your ongoing Conversation and
Feedback started in 1:1s include:
— How are your OKRs coming along?
— What critical capabilities do you need to be
successful?
— Are there any blockers that could stop you from
attaining your objectives?
— What OKRs need to adjusted—or added, or
eliminated—in light of shifting priorities?
Some ideas for questions at the end of an OKR cycle
include:
— If we accomplished our goal, what contributed to our
success?
— If we didn’t accomplish it, what obstacles did we
encounter?
— Was the goal harder or easier to achieve than you’d
thought when you set it?
— If we were to rewrite the goal, what would we
change?
— What have we learned that might alter our approach
for our next cycle’s OKRs?
Tips for giving good feedback
Feedback can be highly constructive if it’s specific.
For negative feedback, you could say: You didn’t
respond to that client’s email, and I thought it came off
as unprofessional.
For positive feedback: You did a great job at that
meeting. I thought you were prepared and well-spoken,
and it was very smart to close with the next steps.
Why is recognition so important?
Recognition is often the most underestimated
component of CFRs and the least well understood one
in the acronym. Recognition is important because
appreciation is a fundamental human desire.
Furthermore, modern company culture often makes
recognition performance-based and horizontal. It
crowdsources meritocracy.
Recognition in CFRs can be peer-to-peer, which helps
those who may not normally be noticed by leaders get
noticed.
The best part is, it can be as simple as a “thank you.”
What is continuous recognition?
Continuous recognition is just as it sounds: recognition
all the time—where merited. It is a powerful driver of
engagement. Here are some ways to implement it:
— Institute peer-to-peer recognition: When employee
achievements are consistently recognized by their
peers, gratitude becomes ingrained in the culture. A
weekly all-hands, which includes unsolicited,
unedited thank yous from anyone to anyone, is a
great way to encourage peer-to-peer recognition.
— Establish clear criteria: Recognize people for actions
and results: completion of special projects,
achievement of company goals, demonstrations of
company values. Replace “Employee of the Month”
with “Achievement of the Month.”
— Share recognition stories: Newsletters or company
blogs can supply the narrative behind the
accomplishment, giving recognition more meaning.
WhatMatters.com _3
4. WhatMatters.com _4
— Make recognition frequent and attainable: Hail
smaller accomplishments, too: that extra effort to
meet a deadline, that special polish on a proposal,
the little things a manager might take for granted.
— Tie recognition to company goals and strategies:
Customer service, innovation, teamwork, cost
cutting—any organizational priority can be
supported by a timely shout-out.
If I have more Questions, where should I send them?
We love to get questions! Also, if you are using OKRs,
tell us. We’d love to hear from you:
hello@whatmatters.com
5. Learn more about goal setting and OKRs
at WhatMatters.com
WhatMatters.com _5