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GI OKR best practices en 20190217
- 1. 1 From good to great with OKRs How to reach the next level Feb 17th, 2019
- 2. 2 Introduction to OKR Build OKRs together Agenda
- 3. 3 OKRs Objectives & Key Results
- 4. 4 A process called Objectives & Key Results to help communicate, measure and achieve goals A team building process For some, this is why Silicon Valley is leading the world. It made the success of Intel, Google, Microsoft, Amazon and many companies. OKR, what is it ? Secret to Execution
- 5. 5 Coordinate actions of individuals and achieve great collective goals Focus on important goals, help us avoid being distracted by urgent but less important goals Fight procrastination OKRs
- 7. 7 2 kinds of OKRs (like Google) Committed OKR Aspirational OKR Objective As measured by Objective As measured by Key Result 1 Key Result 1 Key Result 2 Key Result 2 Key Result 3 Key Result 3 Key Result 4 Key Result 4 Key Result 5 (max) Key Result 5 (max) Key Results must be measurable OKRs are made of short sentences
- 8. 8 OKR features for operating excellence Collaborative, team building process Measurable, accountable Public, transparent Ambitious, uncomfortable Pairing quantity & quality
- 9. 9 Do we work on the right thing? Does anybody know others priorities? If we remove this away this quarter, what happens? Is this what we need to pass the milestone? OKR questions
- 10. 10 OKR superpowers 4 superpowers of OKRs 1. Focus & commit on priorities 2. Align & connect for teamwork 3. Track for accountability 4. Stretch for amazing Continuous Performance management: OKR & CFR CFR stands for: conversation, feedback, recognition Importance of culture (medium to spread OKR)
- 11. 11 3 to 5 OKR per quarter per management level (cascade KR->O) 3 to 5 subOKRs per month 1 to 2 personal OKR per quarter 1 key owner per OKR Progress evaluation by each owner every week Group evaluation every month Evaluation never canceled or late (Meeting on time) Review & score every quarter Reflection on experience OKR, how to work with it?
- 12. 12 Not expected to be reached all the time (otherwise we are not setting them aggressively enough): 70% success is a good measure We will allocate budgets & resources where we make progress OKRs review & score 0 to 0.3 0.4 to 0.6 0.7 to 1 Failed We made progress but fell short of completion Delivered Committed OKR regarding sales & product releases must be 1.0, otherwise it is failed
- 13. 13 Focus on the big rocks Be ambitious Stretch for amazing – push frontiers The best idea wins, not the best title In God we trust, all others must bring data Do not brake. It’s not easy to reaccelerate ! No carrots & sticks but a common sense of purpose Enable risk taking, spur innovation and drive performance & productivity Esprit de corps, all about the team, the company The culture we create
- 14. 14 Alliance to change the world Thank you