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The Danger Of Goals

The Danger Of Goals

Goals may cause systematic problems in organizations due to narrowed focus, unethical behaviour, increased risk-taking, decreased cooperation and decreased motivation.

The wrong goals can be detrimental to an organization. The OKR process helps you set the right goals, but it must be used carefully. Sending people in the wrong direction or incentivizing the wrong behaviour through goals can be wildly harmful to an organization.

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118 reads

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How to Stop Being Embarrassed

How to Stop Being Embarrassed

A manager’s first role is the personal one. It’s the relationship with people, the development of mutual confidence, and the creation of a community.

Not everything that can be counted counts, and not everything that counts can be counted.

Outside of setting the right goals ...

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111 reads

 JEFF WEINER

When you are tired of saying it, people are starting to hear it.’

JEFF WEINER

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162 reads

Feedback

Feedback

Feedback helps people understand how others perceive them and their work. It’s naturally opinion-based but is often grounded in the experiences we have with colleagues.

Managers need to learn how to give constructive feedback to their employees in a way that they can absorb and action that...

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110 reads

The Meaning Of Objectives and Key Results (OKRs)

The Meaning Of Objectives and Key Results (OKRs)

It is a management methodology that helps to ensure that the company focuses efforts on the same important issues throughout the organization. This goal-setting framework is used by Google, Airbnb, LinkedIn, and many other successful companies.

Objective: a short, inspirati...

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192 reads

Goal Setting

Goal Setting

OKRs surface your primary goals. They channel efforts and coordination. They link diverse operations, lending purpose and unity to the entire organization.

OKRs help your organization prioritize the highest impact initiatives. They also align people across your entire organization, which cr...

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160 reads

Conversations, Feedback, and Recognition (CFRs)

Conversations, Feedback, and Recognition (CFRs)

OKRs need to include a healthy and continuous performance management system. This can be done with the CFR framework.

Conversations: an authentic, richly textured exchange between manager and contributor, aimed at driving performance.

Feedback: bidire...

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109 reads

JOHN DOERR

Ideas are easy. Execution is everything.

JOHN DOERR

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282 reads

Communicating the 'Why'

Communicating the 'Why'

Leaders must get across the why as well as the what. Their people need more than milestones for motivation. They are thirsting for meaning, to understand how their goals relate to the mission. And the process can’t stop with unveiling top-line OKRs at a quarterly all-hands meeting. 

People ...

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99 reads

Involve Your People in Setting OKRs

Involve Your People in Setting OKRs

People who choose their destination will own a deeper awareness of what it takes to get there.

Giving people a chance to contribute to setting OKRs within their functions can help increase buy-in, give a sense of ownership, and help them understand what it takes to achieve the goals. Leader...

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99 reads

Focus on Execution

Focus on Execution

Good ideas without proper execution are useless. To see ideas come to life and drive value for your organization, you need a systematic approach to prioritizing and executing the best ideas.

Objectives and Key Results (OKRs) is a powerful goal-setting framework for organizations. This s...

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292 reads

A Shared Language for Execution

A Shared Language for Execution

OKRs are a shared language for execution. They clarify expectations: What do we need to get done (and fast), and who’s working on it? They keep employees aligned, vertically and horizontally.

OKRs unify the organization with a shared language and clarity about expectations.

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121 reads

CURATED FROM

CURATED BY

erbrigh

Surveyor for building control

A primer on OKRs.

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