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implemented objectives and key results (OKRs): a framework for goal setting that upended the top-down management practice of MBO. Venture capitalist John Doerr popularized OKRs in the ‘90s. Today, market forces, customer demands, economic changes, political conditions, and public
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OKRs—Objectives and Key Results—can propel you and your team to achieve the audacious, like Google. Learn how with OKR success stories, FAQs, and resources by John Doerr's team.
OKR was to be given precisely this task - initially under the direction of Andrew Grove - but soon, in about the mid-1970s, by former Intel intern John Doerr. As late as the mid-1970s, other organizations - mainly in California's Silicon Valley - were adopting OKR and gaining initial experience with it.
24 de abr. de 2018 · Penguin, Apr 24, 2018 - Business & Economics - 320 pages. #1 New York Times BestsellerLegendary venture capitalist John Doerr reveals how the goal-setting system of Objectives and Key Results...
- Former Vice President Al Gore, chairman of the Climate Reality Project
- What do others say about OKRs?
- Rick Levin, former CEO, Coursera
- OKRs in a nutshell
- What are Objectives?
- What are Key Results?
- Superpower 1: OKRs will focus and commit to priorities
- Superpower 2: OKRs will align and connect for teamwork
- Aaron Levie, founder and CEO, Box
- Superpower 3: OKRS will track for accountability
- Jonathan Rosenberg, senior vice president, Google
- Superpower 4: OKRs will stretch for amazing
- How can OKRs help achieve 10x growth?
- Sundar Pichai, former vice president of product development, Google
- Get it right – lessons to learn from those using OKRs
- Lessons from Intel – the need to commit
- Lessons from MyFitnessPal – the need to align
- Some final OKR thoughts
- Introducing Samewave
- Samewave – the business benefits
- Responsibility and accountability
- Clarity and focus
- Unrivalled management
- Impossible to ignore or forget
- Rich discussions and knowledge sharing
- Complete integration
- Easy to use
“Measure What Matters shows how any organisation or team can aim high, move fast and excel.” Sheryl Sandberg, Facebook COO and founder of Leanln.org and OptionB.org
“OKRs are a superb training tool for executives and managers. They teach you how to manage your business within existing limits.” Alex Garden, co-founder and co-CEO, Zume “I can’t imagine where we would be without OKRs. The discipline forces us to look back every quarter and hold ourselves accountable, and to look ahead every quarter to imagine how...
“OKRs forced us to think clearly and agree on what we could achieve with the resources we had... The OKR trafic lights, the colour coding – they transformed our board meetings. They sharpened our strategy, our execution, our results.” Bono, co-founder, ONE Campaign
Focus Measure success Survive Communicate clearly Align work Continuously improve Change culture
Objectives are simply what the company wants to achieve – the direction it wants to take; the where it wants to go. They should be inspirational and most definitely concrete, significant and action based. A well-framed objective should be supported with around three to five Key Results.
Key Results (KRs) benchmark and monitor how the objective is achieved. They are specific, measurable, verifiable, realistic and time-bound. As Grove said: “The key result has to be measurable... Did I do that or did I not do it? Yes? No? No judgements in it.” By OKR definition, achieving all the KRs must result in the objective being met. “The key ...
By setting OKRs, you (and the rest of your team) will be forced to focus. You’ll find yourselves making hard choices about what really matters – and what you need to do to win. In the words of the OKR father himself: “If we try to focus on everything, we focus on nothing.” Larry Page sums up the approach up perfectly. To focus means to “put more wo...
OKRs ensure everyone is on the same transparent page, working together with top-down alignment and bottom-up engagement. Aaron Levie, founder and CEO of Box, sums up the reality: “At any given time, some significant percentage of people are working on the wrong things. The challenge is knowing which ones.” “At any given time, some significant perce...
OKRs will save time and money by exposing redundant eforts. This is important. A lack of alignment between employees and the business is the biggest obstacle in strategy execution. Mike Lee, co-founder and CEO of MyFitnessPal, makes a very valid point: it is all too easy to have diferent employees charging in diferent directions. Pushing them harde...
Driven by data, there are no grey OKR areas. Just objective grading (known as scoring) with no-judgement accountability. An OKR culture is an accountable culture. A key theme in the book is that if OKRs are to work, everyone who is using the system must adopt it. No ifs. No buts. Doerr explains the best practice of designating one or more OKR sheph...
A weekly OKR check-in will be suficient for keeping progress on track. OKRs are adaptable by nature so if changes are needed mid-cycle, ranging from dropping the OKR entirely or modifying it as necessary, then that’s fine. When an OKR is failing, a rescue plan is sensible. There are no judgements, only learnings. As Patti Stonesifer, former CEO of ...
Mellody Hobson once said: “The biggest risk of all is not taking one.” OKRs are designed to push everyone out of their comfort zones – but not to the point of feeling they are unachievable. They’re set to accomplish achievements that are a hybrid between dreams and abilities. Doerr quotes findings from studies by Edwin Locke, who he describes as th...
It all starts with goal setting. Not just a mediocre goal – an “exponentially aggressive goal”. A goal that reinvents categories. A goal that rethinks problems and addresses the impossible. Afterall, as Steven Levy elaborated in Wired, “A 10% improvement means that you’re doing the same thing as everybody else. You probably won’t fail spectacularl...
According to Time magazine, YouTube CEO, Susan Wojcicki, is the most powerful woman on the internet. She explains how OKRs can not only help you think bigger but prepare for exponential growth: “Aspirational goals can prompt a reset for the entire organisation. In our case, it inspired infrastructure initiatives throughout YouTube. People started s...
Doerr helpfully includes several case studies to illustrate key benefits and considerations in the implementation of OKRs. Some of the valuable lessons from a selection of these case studies are briefly summarised below:
At Intel, OKRs became a constant reminder of what the teams needed to be doing. Everyone knew what everyone was – or was not – achieving. But it took time for the benefits of OKRs to show through. It took as many as five quarterly cycles for the organisation to fully embrace the system, and even longer than that to build what Grove called “mature g...
MyFitnessPal found the implementation of OKRs harder than expected. “We created company OKRs for people instead of matching people to our OKRs – we had it backward,” explains Mike Lee. Mike and his team learnt that alignment is about helping people understand what you want them to do. Even well-crafted OKRs will fall short if teams are misaligned a...
OKRs are about thinking big. They’re the desire to win. To be great, not good. Measure What Matters highlights the legendary wisdom of Microsoft’s Bill Gates. As Gates describes, the biggest advantage Microsoft had wasn’t its resources or skills. It was that it aimed higher: “The likes of IBM and others with far more resources and skills weren’t ai...
Samewave is a social performance management app specifically designed to maximise group motivation and output.
Samewave transforms employee responsibility and as a direct result increases engagement, productivity and focus. It is specifically designed to support promise-based management to increase coordination, collaboration and agility. The business benefits of Samewave can be summarised as follows:
Setting targets, prioritising goals and measuring performance is simpler than ever with Samewave. Everyone receives regular snapshots of the goals assigned to them, while clear reports show how each individual is performing. There is no question about who is responsible for what. Task-relevant behaviour is an absolute necessity because performance ...
With Social Discipline at its core, Samewave ensures everyone knows what’s expected of them, and what to expect from others. It even creates some friendly competition. Crystal clear reports and KPI graphics can be instantly created to share information with colleagues, investors, directors, and anyone else who needs information. Importantly, the cl...
Samewave makes management automatic. Chasing and monitoring colleagues becomes automated. Files, discussions and business activity can be accessed from anywhere, and smart permissions push reports and figures around the business faster than ever before. Samewave makes management of groups and individuals fast, simple and highly efective.
Social Discipline is in Samewave’s genes. Daily reminder alerts of the tasks, targets and projects at hand keep everyone seamlessly on track.
Samewave discussions capture and record everything. Smart social features make sure whoever needs to know about it finds out about it. Genius ideas needn’t go to waste or get lost in the email jungle, and there’s no need to hold a time consuming old-fashioned meeting. Samewave makes it easier and reduces the perceived costs of contributing to group...
Samewave brings together and organises people and data – eficiently and simply. Groups known as “Streams” facilitate project-specific discussions while cloud data storage means projects, files, conversations, reports and goals can be accessed from anywhere with an internet connection. Group performance and output can be maximised with almost no coo...
Easy to use software will naturally have a higher take up. Samewave draws its DNA as much from Facebook and Twitter as it does from Microsoft Ofice. Every pixel has been hand crafted to deliver a simple but powerful user experience. Beautiful design, intuitive data visualisation and extensive community tools all ensure a captivating experience.
I’m a big believer in John Doerr’s simple yet effective OKR system—I’ve seen it work firsthand! I encourage every business leader to read Measure What Matters in order to learn some real and practical secrets for success.
O lendário capitalista de risco, John Doerr, revela como o sistema de Objetivos e Resultados-chaves (OKRs) ajudou gigantes da tecnologia, como Intel e Google, a alcançarem um crescimento exponencial ― e como ele pode ajudar qualquer organização a prosperar.
