Pioneered by Intel, and popularised by Google, OKRs (Objectives and Key Results) provide a system for purposefully aligning teams around measurable goals.

OKRs (Objective and Key Results) are great because they create transparency on goals, and alignment around them throughout an organisation. With well designed OKRs everyone knows what the overarching organisational objectives are; and how their own efforts will feed into them — and be measured. The process of defining and designing them needn't be boring, but instead a rich learning experience — with everyone then headed in the same direction, and with a nice cadence of reviewing results that can be evolved over time. 

But without the right approach to getting the system up and running, and with everyone on board to stick with it — it can run out of steam, and interest can wane. We'll be exploring both the theory behind OKRs and the vital, practical approaches to putting them in place, to ensure they take toot, and deliver visibility and productivity within your teams.

What we'll cover:

• The what, why and when of OKRs
• Defining objectives and mapping key results to them
• Making OKRs fit your culture
• Getting teams on board with the value
• Separating metrics from initiatives
• Designing real OKRs for your organisation

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