A goal setting framework for thinking big
Organizations striving for business agility and talent alignment are increasingly adopting a different approach for goal setting, created in Silicon Valley.
Made famous by John Doerr, it has been successfully adopted by great companies such as Google, Spotify, LinkedIn and Reliance.
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In a nutshell OKRs are a simple but powerful goal-setting methodology. They describe a limited set of ambitious objectives and key results, in order to set hyper-focus for the company and individual teams for each 90-day cycle.
|Objectives||Identify & communicate 3-5 things you want to achieve this quarter or year||The big idea. Where are we headed?||Inspire & motivate team with a sense of purpose||Example: Provide awesome customer experience|
|Key Result||3-5 best possible results for each objective||How are we getting there?||Numbers quantifying an end state||Example: NPS 80 by end of Q3|
|Tasks/ Initiatives||Projects, sprints & deliverables||Unique action items owned by different team members that will get you to the result||May support one or more OKRs||Example: Conduct use case training for all CX teams|
Not surprisingly, there are several different interpretations of OKRs out there and not all result in successful adoption. I have developed a straightforward method that is easy to follow and agile.