okr

1. Introducing
Objective & Key Results (OKRs)
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2. Andy Grove creates
OKRs to execute
Operation Crush at Intel
John Doerr introduces
them to Google and
they’re adopted
Google becomes pretty
successful over the
next 20 + years
OKRs become a
best-practice goal
setting framework
1970’s 1999 2000’s Today
OKRs Are Not New, They Are Best Practice

3. What’s So Special
About OKRs Measurement Is Core
Focused on ‘measuring what matters’ right now
Encourage Ambition
Encourage ‘hard’ goals to be set, which means we achieve more
Alignment Is Systemized
Facilitates top-down and bottom-up alignment
Transparency Can’t Be Avoided
Forces transparency which builds trust and creates accountability

4. What’s So Special
About OKRs
Silos Can Be Broken
Improves collaboration between teams and breaks down silos
Better Managers
Improved management control without being controlling
Our People Will Thrive
Increased employee purpose, engagement and performance

5. OKRs, The Basics

6. O for Objective Major goals the organization or department want to
accomplish
Qualitative & crafted
Succinct, ambitious, motivational and almost copy written
Objective Examples
Ambitious sales growth, no problem
Make the most of all the MQLs we get
Turn quality SQLs to long-term Revenue, just a little faster
Turn our website in to a lean mean lead generation machine
We don't need to say we're the best, our users do

7. KR for Key Results Specific, Meaningful, Measurable, Impactful
Key Results describe how you will accomplish the Objective
1 – 4 expressions of the ‘measurements that matter’ in order
for the Objective to be achieved
Key Result Examples
Ambitious sales growth, no problem
KR: Increase Average Revenue Per Account (ARPA) to $20K
KR: Achieve $250k New Monthly Recurring Revenue
KR: Increase New Bookings at Total Contract Value (TCV) to $2.5m
KR: Increase New Contract Average Months Up Front Payments to 2 year

8. OKRs In More Detail
With Discussion

9. Measuring What
Matters
Board / SMT
What’s our mission and strategy?
Are we measuring what matters?
What do we report on that we need to really focus on most?
Functional / Departmental Teams
How do we align the the Company OKRs?
What are our KPIs that we need to really focus on?
Are there key projects we need to deliver?
Are we combing leading and lagging metrics?
Have we avoided vanity metrics?
Cross Function / Department Teams or Squads
Which KPIs do you want this temporary team to really focus on?
Are there key projects they need to deliver?

10. Less & Way More
Important Is Best
Strategy & OKRs Are Similar
If the essence of good strategy is focusing all of your resources in the
few areas of most impact, OKRs are a reflection of that.
Just because you can plan down to the smallest operational task
doesn’t mean you should.
What is our Strategy?
What are our Strategic Pillars?
How would we define those as Company OKRs?

11. Hard Goals Are Not Going To Make You Look Bad
What looks bad is not being ambitious
Hard goals stretch and inspire us and help the company achieve more
From $0 to Over $9K
Did you know that ’hard’ goals are estimated to be worth
over $9,000 Per Year / Per Employee,
with easy to attain goals being worth ZERO
70% to 100%
With Hard Key Results,
70% to 100% progress by the end of the period is success!
With ‘Moon Shots’, 30% progress could be huge!
Normalize Hard

12. Balance
Key Result
Increase Objective Quality, Create Balance
For Examples, take this OKR
Objective
Keep Sales fueled with leads that convert
Key Results
Increase the number of MQLs to 1,000 this Quarter
(Marketing could succeed but sales not grow)
Increase the MQL to SQL Conversion Rate to 50%
(Now, we’re keep Marketing also focused on Quality and what the Sales needs)
Note: You can also balance Projects with KPIs
e.g. you re--design the websites to …. increase conversion?
Quantity Quality

13. Where + How,
Separated
OKRs set ‘where’ you are going
Initiatives are ‘how’ you’re going to get there
OKR
Keep Sales fueled with leads that convert
Increase the number of MQLs to 1,000 this Quarter
Increase the MQL to SQL Conversion Rate to 50%
Initiatives
Launch a White Paper that screams thought-leader
Profile our best customers to help us spot future customers
Improve the Quality Score threshold for turning Leads to MQLs
Don’t mix them up!
OKRs
Initiatives

14. Alignment,
Transparency &
Culture
Our alignment, ambition, and progress will be
there for all to see
We need to …
Trust each other, have no fear of conflict or failure, and
commitment and accountability to each other
This is part of our cultural values so we live them

15. Weekly Cadence
Confidence, Progress & Status, Weekly
No end of Quarter Surprises

16. OKRs Are
Non-Optional Avoid OKR Maintenance & Engagement Failure
Lazy, Rules Don’t Apply, Too Busy
(Needs Strong Management)
Worried, Embarrassed
(Needs Help / Support / Cultural Improvements)

17. Successful Roll-out
OKRs

18. Good Foundations
ZOKRI Are Going To Help Us Succeed
Use their OKR Planning Sheet
Book Software Training and Support
Access their OKR Academy & How-to Knowledge Base
OKR Coaches / Consultants can support us
Do we want coaching?
Education Software Support

19. Now
Proposed Next Steps
We add draft OKRs to
the planning sheet
for review
Next
We get trained to use
ZOKRI and add our final
OKRs to their software
Start weekly cadence
and commit to this for
the rest of the Quarter
Then
Plan wider OKR roll-out
now we’ve become
more expert
Success
4
3
2
1

20. Let’s Get Going
OKRs
For new starters

21. We Use ZOKRI
We Use ZOKRI For OKRs
Ask [NAME] to be added as a User
Plan Using OKR Planning Sheet
If needed, book Software Training and Support
Access OKR Academy & How-to Knowledge Base
Add OKRs To ZOKRI
Education Software Support
For new starters

22. FAQs
Do we link OKRs and Personal Reviews?
• If we want people to truly become better teams, collaborate more effectively,
and set harder goals, tightly linking reviews to OKR performance won’t work
• OKRs are only very likely linked to personal reviews
• This is how Google work as well – if you’re interested

23. FAQs
Do we set Personal OKRs?
• Companies like Spotify have stopped doing Personal OKRs and to start with
it’s not recommended, as it’s better to get OKRs working in teams first