5-Day OKR Workshop (short)
In a post COVID-19 (remote working) world, employees need to be drawn into the business in different ways than were used at the beginning of 2020. With this new day-to-day life, leaders need to make sure they are doing everything they can to engage employees.
Without visibility of small data and its strategic context, your employees are powerless – they become mindless robots, blindly doing whatever they are told and nothing more.
Organizations can follow the guidelines that were written in the book, but it's the stuff not in Doerr’s book that causes problems.
“The scorecards and dashboards that you built for us were the beginning of a great thing - it helped us build a data-driven mentality”
Sarah says that each day she did slightly better than the day before. She saw it. Her teammates saw it. Her bosses saw it. And soon the whole organization saw it.
The missing part is how (in a simple, realistic, pragmatic, and proven way) to take your organizational goals and strategy and translate them into effective OKRs that will take your organization to a new level.
Your OKR dashboard is standardized across your organization, but each team needs to fine-tune it for their responsibilities, priorities, etc.
OKRs and their dashboards need to ensure that everyone is seeing and talking about the right things, which means we need to design the dashboards to trigger the right conversations.
With data flowing constantly, businesses no longer have to wait to have meetings once per month. Throw away the board room and get online! Wifi, smartphones, and laptops mean we can connect teams in any location, any time-zone, and whenever required.
The biggest lesson for us is the "one size does not fit all". OKRs touch every aspect of an individual's work-life, and as such, there are multiple attributes that can be built into your OKR solution.
How can we shape top-level OKRs with the business which contain sensitive financial information which could increase the risk of insider trading as we are a publicly listed company?
Wouldn’t it be great if we could categorize our OKRs into those three groups, and then see how much of your working life is spent on each type? You could then begin figuring out how to manage your mix until you got the right number of Bad, Good and Great OKRs for you!