Demystifying OKRs: Getting best value from objectives and key results – Updated (November 2021)

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.

Being OKR ready is a journey, not an event. OKR, being a mental model, requires a deliberate shift in cognitive & behavioral space”

The Brew

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.