ObjectiveS &
key-results

Efficiency is doing things right, 

effectiveness is doing the right things"

-Peter Drucker

aligned, ambitious goals

build a strategic, bold, risk-taking culture that delivers

john doerr

  • Super successful venture capitalist
  • Intel, Google, Amazon

 

 

 

 

 

it's about goals

Execution

Focus

Coordination

 

 

insights from all levels of the org

Corporate

Department

Team

Individual

 

co-create

"what are we trying to do?" and "how do we know whether we're there or not?"

what is an OKR?

tells the story: 

what's IMPORTANT to you and what you are NOT doing

OKR

Attributes

Measurable

Coordinated

Aggressive, yet realistic

Easily gradable

 

 

objective

An achievable target

Ambitious and slightly uncomfortable

 

key result

Evidence the objective is achievable

Objectively quantifiable/measurable (has a number, i.e. 50% retention, not "better)

Independently achieved

 

General manager

objective:

make money for the owners

Key Results:

win the superbowl

fill the stands to 88%

COACH

OBJECTIVE

Win the superbowl

 

KEY RESULTS

200 yard passing attack

#3 in defensive stats

25 yard punt return avg.

Pr

OBJECTIVE

Fill stands to 88%

 

KEY RESULT

Hire 2 colorful players

Get media coverage

Highlight key players

 

how do you create them?

Purpose: to provide feedback, directional indicators

What do you want to work on? 

what do i want you to work on? 

 

Max of 5

Finalize and make them VISIBLE!

  • accessible to all
  • shared understanding of goals
  • in time, creates a sense of history

check-in

managers, review

1x-2x/quarter

A FEW MINUTES TO SUMMARIZE GRADES AT THE END OF THE QUARTER

grading

average all key results for each objective

 

.6-.7 is good

.4 is a bummer

consistent 1.0 is sandbagging

 

if low, ask whether to try again or NOT

 

if high, ask if it was challenging enough

score < process

not a performance review 

data, data, data

what did you learn? what do you know now that you didn't know before?

should we move forward or move on?

quarterly

share scores and rationale

 

Alignment

and focus

linked up and down

 

Jud

 

Jeff

Matt

Laura

company objectives

more than half come from the bottom up*

Quarterly & Annually

Text

Image thanks to Henrik-Jan Van der Pol

 

getting started

1. start with your own ideas*

2. review and revise with your manager

3. finalize and publish

4. Schedule Check in 

 

*Contact Laura/rachel/Matt for help

NEED MORE HELP?

check out this video! 

Find great examples at MINUTE 35 on this link

Alignment and execution are critical to win

draft your own okrs by friday

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