Objectives and Key Results (OKR)

How do you engage employees through strategy and performance management?

OKRs are a culmination of proven strategy frameworks, leading to a performance-driven culture.

Real-Time Data

Real-Time Strategy

You might think that OKRs (Objectives and Key Results) are just the updated version of MBOs (Drucker’s 1950’s Management by Objectives) or the Balanced Scorecard (Kaplan and Norton’s 1990’s version). Well, you’d be right!  But they are more… they take advantage of the abundance of near-real-time data available about everything we do, which creates an agile execution environment that can change as quickly as your world changes.

Our approach links strategy with OKRs (some objectives are more important than others), along with near real-time data. We incorporate intrinsic motivators (purpose, mastery, progress, autonomy and socialization) along with applying game mechanics – if appropriate for your culture.

Build A Performance Culture

Create Driven Employees

We have been involved in some of the largest OKR implementations in the world, as well as countless start-ups and early growth organizations. Our work has been widely published and we are frequent international speakers on the “how-to” of OKRs

We deliver our OKR services in exciting workshops that both train your team and builds your OKR solution. We can also provide on-going coaching and meeting facilitation until you get the swing of things.

Rapid OKR

Rapid OKR

A day-by-day summary of our Rapid OKR week.
(Click a day to see more)

Day 1 Day 2 Day 3 Day 4 Day 5

Day 1

  1. Capturing Strategy

    -Strategic Objectives
    -Cause-and-effect relationship
    -Priorities

  2. Strategy Map

    The strategy map is a one-page summary that ensures:

    -Everyone understands the strategy
    -Understanding of how success occurs
    -Efforts are focused on what matters
    -Everyone is aligned

Day 2

  1. Key Performance Indicators

Adding KPIs to the strategy map creates a Balanced Scorecard that:
-Lets everyone know how we are performing
-Provides some warning of future problems
-Shows where we need to focus our joint efforts
 
 
 
 

Day 3

  1. Process Linkage ("Ontology")

    Assessing each process' impact on strategic success enables:
    -Accurate cascade to processes
    -Showing areas of focus
    -Enables OKRs (Objectives and key results)

  2. Strategic Performance Analysis

    Adding performance assessments to the ontology allows:
    -Visibility of strategic performance gaps by process
    -Visibility of strategic performance gaps by Strategic Objective

  3. Process Strategic Performance Gap

    Viewing the gaps enables:
    -Alignment on where focus is necessary
    -Cross-functional view of opportunities

  4. Project Strategic Performance Analysis

    Adding project linkage and potential benefits to the ontology allows:
    -Visibility of gap-closing potential of proposed project portfolio
    -Discovery of mis-alignment of project budgets
    -Ability to strategically prioritize proposed projects
    -Strategic Return on Investment (S-ROI)

Day 4

  1. Team and Individual OKRs

    Cascading OKRs down to teams and individuals:
    -Ensures everyone knows how they contribute to success
    -Allows for team and personal scorecards
    -Makes performance meetings far more effective

 
 
 
 
 

Day 5

  1. Governance and Go Live!

    Create a monthly and quarterly cadence using and reporting OKRs
     
    With cloud-based software and your existing measures, you can be operational by the end of the week!
    -Wide access to current performance information
    -Agreement by everyone on how to view performance
    -Linkage to associated projects
    -Pulls data from existing files
    -Allow for staged growth