OKRs: Objectives and Key Results, the basics
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Transcript of OKRs: Objectives and Key Results, the basics
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OKRsObjectives and Key Results
Nikos Batsios, Agile Coach/ScM @ IXG, PDU Mobile Core Ericsson’s HTE Learnathon, 4th & 5th February 2015
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–Jurgen Appelo
“OKRs? A good mix of common sense”
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a little bit of history
Peter Drucker: MBOs 60’s
George Doran: SMART 80’s
Andy Grove: OKRs @ Intel early 90’s
John Doerr: OKRs @ Google late 90’s
Rick Klau: OKRs @ Google StartupLabs 2013
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what are OKRs?
• OKRs are a framework to connect personal and organizational goals. Could help in a simply way to create structure for organizations, teams and individuals.
• could be used as a self-improvement framework for your personal life and for yourself at work.
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how they work?• first you set up an “objective”
• then you set-up a number of “key results”, that will help you hit your objective
• then you decide how often you will reflect on your learning and your improvement
• reflect, adapt, and re-start
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what is an objective?what <point_of_view> want to accomplish for the next
few months
• less is more, (4-6 objectives per quarter are enough)
• each objective should be ambitious and feel a bit uncomfortable (stretch goals, slightly out of reach)
• the purpose is improvement not compliment
• keep them stable during the “working” period
< point_of_view >: my organization, my department, my team, myself
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objectives examples
• I want to grow my agile coaching skills (personal)
• i want to be a healthy runner (Jurgen Appelo)
• improve Blogger’s reputation (Rick Klau)
• improve internal employee engagement
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which are your objectives for the next few months? {2’}
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what are key results?how <point_of_view> will accomplish the objective
• should clearly make the objective possible
• less is more (five or fewer per objective)
• you must define multiple key results (if one fails, you have others)
• are quantifiable
• lead to objective grading
< point_of_view >: my organization, my department, my team, myself
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key results examples• i want to be a healthy runner
• run 75km per week • run at least 10km per day • average running time < 55min/10km • no pain in my back, legs or feet
• improve blogger’s reputation • re-establish Blogger’s leadership by
speaking at 3 industry events • coordinate Blogger’s 10th birthday PR efforts • ID and personally reach out of top xx
Bloggers users • fix DMCA process, eliminate music blog
takedowns • setup @blogger on twitter, regularly
participate in discussions re:Blogger product
• i want to grow my agile coaching skills • publish 3 new post in my personal blog • read two new books • read two articles per week • practice 2 new insights from books/articles
with my teams
• improve internal employee engagement • average weekly satisfaction score of at least
4.8 points • conduct weekly fun fridays all-hands meeting
with an external speaker • implement OKR’s in all teams and
departments by January 31st
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which are your key results for every objective you have set for the next few months? {5’}
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grading the OKRs• regularly update each key result on a 0-100% or
0.0-1.0 scale
• 60-70% or .6-.7 should be your target
• score matters less than the process
• use low grades to reassess: worth doing? what will we do different to achieve our objective?
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grading example• objective: grow my agile coaching skills (52.5%)
• key results:
• publish 3 new post in my personal blog (30%)
• read two new books (30%)
• read two articles per week (100%)
• practice 2 new insights from books/articles with my teams (50%)
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where to start in your organization?
• commit to the OKRs process
• identify an OKRs “champion” who fully understand the benefits of the approach and can support anyone on getting started or staying on track (CxO, line manager e.t.c)
• set OKRs on organization level, management level, team level, personal level. they should all work together to keep the whole organization on track
• encourage bottom-up objectives (too much top-down dictation kills motivation and aspiration)
• make them public to the whole organization
• communicate OKRs: make use of 1-1 conversations to develop, negotiage, review personal OKRs, team meetings, stuff meetings e.t.c to set, negotiate, review, achieve alignment
• experiment to find your own way
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benefits• discipline thinking (the major goals will surface)
• communicates accurately (lets everyone know what is important)
• establishes indication for measuring progress (shows how far along we are)
• focuses effort (keeps organizations in step with each other)
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consider the following• OKRs must be supported by the entire organization..
Everyone should agree on their goals and priorities
• we should focus on setting measurable goals or quantifiable targets
• should be aggressive yet realistic. should be stretched but not to the point of breaking ourselves and our teams
• should not be connected to bonus payments, or performance evaluations. it could be seen as an easy way for someone to figure out what she/he was working on and what had been accomplished
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group exercise
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our case study (10’)
• we are <your_team_name_goes_here>!
• we are passionate about helping organisations find better ways of doing business
• we are doing that by creating the environment where new insights can emerge! we are bringing an ultimate conference experience in your city!
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2015 summit we are bringing un ultimate conference experience in
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programme
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sharing & reflections (5’)
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inspiration• Rick Klau, Startup Lab workshop: How Google sets goals:
OKRs
• Jurgen Appelo, What are OKRs? A good mix of common sense
• BetterWorks, Getting Started with Objectives & Key Results (OKRs)
• BetterWorks, Goal Science Best Practices
• Kris Duggan, Keys to OKR success: A Q&A with the Man Who Introduced OKRs to Google, John Doerr
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thank you
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