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OKRs with Brad Dunn
The document emphasizes the importance of inspiring a passion for goals rather than merely assigning tasks, referencing quotes from notable figures. It discusses how Objectives and Key Results (OKRs) serve as a simple method for documenting team purpose. Additionally, it touches on themes related to behavior change and the dynamics of leadership within a small team setting.
OKRs with Brad Dunn
- 1. “If you wantto build a ship, don’t drum up people together to collect wood and don’t assign them tasks and work, but rather teach them to long for the endless immensity of the sea.” ANTOINE DE SAINT-EXUPÉRY
- 2.
- 3.
- 5. ‘There is nobetter measure of your values than how you spend your time.’ - Scott Belsky
- 7. “OKRs are thesimplest way of documenting purpose in a team.” ME
- 8. MENTAL CONTRASTING FORBEHAVIOUR CHANGE
- 9. LEADERSHIP TEAM DREAMING BYITSELF LEADS TO WARM COMFORTABLE FEELINGS…NOT ACTION
- 13. CONTEXT ~20 / 40STAFF NO ORG XFT 6 PRODUCTS SLOW
- 15.
- 17. “FOR FEEDBACK, COMMENTS ORTO TALK SMACK ABOUT ROADMAPS” BRAD@OHNO.AI
Editor's Notes
- #2 Intro. Product manager. I like goals. Bit of a compulsive goal setter.
- #3 What I do. What OHNO is. Lots of interviews on OKRs. Set OKRs every 6 weeks at OHNO.
- #4 Why I use a mix of outcomes and outputs now.
- #5 Pirate Startup metrics and we track 4 of them.
- #6 OKRs are not important. No goals -> OKRs. Huge upside. Something -> OKRs…marginal Whats important is that you move numbers To move numbers, you have to motivate teams
- #7 Daniel Pinks book drive. Purpose is a motivator. Shared goals. Any kind of goal setting framework will rally those around a purpose.
- #8 OKR’s are the simplest way of documenting purpose for a team All other methods of setting goals I’ve found a bit too long.
- #9 If you are trying to sell OKRs, sell on the science.
- #10 When you just set objectives, it feels nice and aspirational, but it ends there. When CEO’s set objectives, this is usually how it’s done.
- #11 OKR bit.
- #12 By understanding barriers to key results, people are compelled to act.
- #13 Do goals get us higher performance?
- #14 Rolling out OKRs.
- #15 Just my teams as an experiment. First period failes. Next session was about 80% lift. Country didn’t matter. Performance correlated to OKR scores. Biggest uplift was with support.
- #16 After rolling out OKRs, 2 days -> 7 minutes. Held at 7 minutes.
- #17 Leave early Free food Leave later Illumination study
- #18 OKR’s are the simplest way of documenting purpose for a team All other methods of setting goals I’ve found a bit too long.