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
Alignment and execution are critical to win
draft your own okrs by friday
