3. OKR implementation

Transcript

OKRs are typically implemented at different levels across the organization. That may start at an executive level. It may progress down to your senior leadership team to your business unit. Your functional area down to your team, and even to your individual.

Every organization is unique and therefore, no two OKR implementations will be the same but there has to be a clearly defined collective organization objective.

We need to get organizations to move beyond an abstract mission, vision, and values and unite around a much more simple, and concrete, objective. Defining the organizational objective is essentially a project before the OKR implementation and it will require a lot of brainstorming, workshops, conversations, and many agreements and disagreements along the way. In the OKR process, we look to stretch the organization.

Defining OKRs must be bidirectional; OKRs must be set by employees as well as management and it is not uncommon for 60% of the objectives to be introduced from the bottom up, from individuals working at all levels of the organization.

OKRs are generally more successful when they have a single owner with one objective linked back to three results, and typically there should be no more than three objectives when we look at OKRs.