Let’s cut to the chase: OKRs (Objectives and Key Results) are more than just another management fad. When implemented correctly, they’re a powerful tool for driving oganizational transformation. But here’s the kicker – it’s not just about the framework. It’s about the behavioural changes that come with it.
Written by Matt Roberts | Co-Founder of ZOKRI
I’ve seen companies achieve remarkable turnarounds in just 90 days with OKRs. But I’ve also seen OKR implementations fall flat. The difference? It all comes down to how you approach the change.
In my work with CEOs across various industries, my team and I have developed a set of guiding principles that make all the difference. Let me share a few that have been game-changers for my clients.
- Everyone Rows in the Same Direction: This isn’t just about alignment on paper. It’s about creating psychological safety where team members can openly share challenges, debate ideas, and hold each other accountable.
- Limit OKRs to the Wildly Important: Less is more. Focus on the few critical objectives that will significantly impact your organization’s success.
- Create & Empower OKR Teams for Success: Dedicated, cross-functional teams with autonomy can solve problems more efficiently and innovatively.
- Share Beliefs & Plans to Achieve Your OKRs: OKRs define desired outcomes, not methods. Encourage open communication about strategies and activities to achieve these outcomes.
Here’s where many OKR implementations stumble: they focus on the mechanics and ignore the human element. Implementing OKRs isn’t just about learning a new goal-setting technique. It’s about fundamentally changing how your organization thinks about and approaches its work.
This is why OKR training alone isn’t enough. You need ongoing mentoring and support to embed these new behaviors into your company’s DNA.
Let me share a quick story.
Company A had taken the “read the book and blog post” approach. They asked teams across the org to set their OKRs, and expected magic to happen. It didn’t. They had way too many OKRs, most of which were not very good OKRs. Most of these OKRs were not being worked on very often and most did not get achieved. Teams did not think very much of OKRs as a framework as a result, which was not the fault of the framework.
They then turned to us and embraced the full transformation approach. They not only invested in comprehensive OKR consulting, but also committed to ongoing mentoring. They used OKR software to track progress, but more importantly, they focused on the behavioral changes needed to make OKRs work.
The results? A carefully considered and honed set of OKRs was worked towards by highly engaged teams. Every week progress was made towards achieving them. By the end of the quarter most were achieved, and learned a lot about the OKR process and a huge range of execution skills that go with OKRs.
So, how can you achieve a similar style transformation? Here’s a quick roadmap:
- Start with why: Clearly communicate the purpose behind adopting OKRs.
- Invest in comprehensive training: Go beyond the basics to understand the principles behind effective OKRs.
- Create a support system: Assign OKR champions and provide ongoing mentoring.
- Focus on behaviors: Regularly discuss and reinforce the behaviors that make OKRs successful.
- Celebrate early wins: Recognize and share successes to build momentum.
- Iterate and improve: Use quarterly retrospectives to refine your approach.
Remember, the goal isn’t perfection from day one. It’s about creating a learning organization that gets better every quarter.
Implementing OKRs can indeed transform your organization in 90 days, but only if you’re willing to go beyond the buzzword and embrace the full change. It’s not just about setting goals differently – it’s about thinking and working differently.
Are you ready to take your organization to the next level? Let’s talk about how we can tailor an OKR implementation that drives real, lasting change in your business.
What’s been your experience with OKRs or other organizational transformations? Share your thoughts in the comments below. Your insights might just be the spark another leader needs to start their transformation journey.
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