Demystifying OKRs: Getting best value from objectives and key results

Last Updated on June 21, 2020

What differentiates (largely) a High Performance organization from the rest ?

Most common fault-line in organizations is Goal Alignment & Effectiveness (Also see, Organizational Dysfunctions – High impact of organizational fault-lines). Organizations are not able to design goals, which the workforce can resonate with. Evidently, this is one of key differentiators to high performing organization v/s. mediocre org.

Fixing goal alignment with OKRs

OKRs is one of the most powerful goal alignment technique that we have come across. The operative word here is goal alignment – the framework gives equal measure of power & autonomy to all the stakeholders – The Organization decides the ‘Why’, Leadership decides the ‘What’ & Operational Teams decide the ‘How’. This flywheel, if deployed properly, enables empowerment, accountability, autonomy & alignment. (Also see, how aligned is your organization?, 2017, HBR)

See this tipping point read on OKRs, drawing on our experiences & observations – sums up the transformational nature, its application, the best practices & it’s deployment.