A colleague asked about learning how to use OKRs (objectives and key results), so I’m re-posting here (waste not).
“It almost doesn’t matter what you know. Execution is everything” - Andy Grove
Here is my approach to learning OKRs:
Additional Thought’s on OKR Usage
- OKRs are a tool for empowering individuals/teams. The people closest to the problem are empowered to find the best solution, instead of being given instructions.
- People/teams negotiate their own OKRs. They are not imposed.
- OKRs are an evolution of Drucker’s Management by Objectives
- Less is more. OKRs help with focus and de-prioritization.
- Should be publically (within the organisation) visible.
- Must not be linked to pay/bonuses because it perverts the process. Failure must be allowed and expected. In this way it is different to management by objectives.
- Provides the basis for strategic planning. Issue trees and impact mapping can pickup from OKRs.