What are the Benefits of OKRs?
Key reasons to start using OKRs
Introduction
Why OKRs
Writing Objectives
Writing Key Results
Managing a Successful OKR Cycle
Top-Down OKRs (Cascading)
3:48
OKR Example: Operation Crush
5:01
Bottom-Up OKRs (Laddering)
3:48
Four Different Ways OKRs Align
3:35
Pause for Impact
3:09
Implementing OKRs: It Takes a Team
3:10
The OKR Cadence
2:26
The OKR Cycle
3:27
Track Your Progress
4:28
CFRs: Conversations, Feedback and Recognition
6:51
When is it Okay to Change an OKR?
3:13
Ending the OKR Cycle
6:39
Setting Up for Next Cycle
3:28
Conclusion
What can you expect when you get good at OKRs? John Doerr explains the 5 biggest benefits OKRs bring to teams: Focus, Alignment, Commitment, Tracking, and Stretching. Or as we like to say, “Get the FACTS!”
Why do you want to learn to use OKRs? To achieve more? To advance your career or your organization? OKRs can be a vehicle for all of those things, and more.
When I wrote Measure What Matters, I organized the book around OKR benefits. I called them the OKR “Superpowers” because I truly believe this system can help you accomplish anything.
The five Superpowers of OKRs are Focus, Alignment, Commitment, Tracking, and Stretching - or just the FACTS. F-A-C-T-S.
First, OKRs lend us FOCUS. They remind us of what’s most important at any given moment. They also define what’s less important. They give us permission to say “no” to a task that will distract us from what matters most.
Second, OKRs provide us with ALIGNMENT. Because they’re transparent throughout the whole organization, OKRs help to break down silos. They enable an organization to get its priorities in line, from top to bottom.
Third, OKRs also call for collective COMMITMENT. They give us a way for everyone to share their views on what matters. Then they guide us to come together to support a shared set of priorities.
Fourth, OKRs provide a framework for TRACKING our progress. There’s no ambiguity about meeting milestones. As my mentor Andy Grove liked to say, “OKRs prevent any arguments over whether an individual or team achieved something.” Yes? No? It’s simple. There’s no judgments in it.
Finally, when OKRs are embraced and working well, they’ll encourage us to STRETCH for bold and amazing goals.
Focus, Alignment, Commitment, Tracking, Stretching.
Most leaders understand that both they and their teams need to be good at those things to succeed. But the truth is, no one is born with these superpowers. We need to earn them. We need to work for them. And no individual can do it alone.
There will invariably be difficult times and crises. Often the original plan will change to meet shifting circumstances. But OKRs will equip you to tackle these challenges head-on and give your team the best shot at succeeding.
Now, let’s keep going.
Introduction
Why OKRs
Writing Objectives
Writing Key Results
Managing a Successful OKR Cycle
Top-Down OKRs (Cascading)
3:48
OKR Example: Operation Crush
5:01
Bottom-Up OKRs (Laddering)
3:48
Four Different Ways OKRs Align
3:35
Pause for Impact
3:09
Implementing OKRs: It Takes a Team
3:10
The OKR Cadence
2:26
The OKR Cycle
3:27
Track Your Progress
4:28
CFRs: Conversations, Feedback and Recognition
6:51
When is it Okay to Change an OKR?
3:13
Ending the OKR Cycle
6:39
Setting Up for Next Cycle
3:28
Conclusion