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Perdoo is the leading software for strategy, goals, and people management. Over 2000 organizations worldwide use Perdoo to align everyone with the strategy, focus teams on what matters, and engage employees to achieve goals and feel their best.
If you have been in the business world long enough, you know that jargons and narratives change every few years, just like changing the lipstick on a pig. Meaningless, empty, repetitive narrative, devoid of all wisdom. Another book to sell, another consulting gig to push to your clients, another RU-vid channel to "educate" the masses. LOL, so over this sheep mentality!!!!!!!!!!
Would you recommend the OKR for a new startup (first 6 month) with 3-4 people working on it and still trying to define the usp of the product, the nische and maybe even do the pivot?
Yes, I do. But you probably want to work with monthly OKRs instead of quarterly, as things simply change much quicker for you than for an established company. Working with OKRs and following a closing processes that encourages your team to document their learnings will massively increase your learning curve and beat the competition.
00:05 OKR has three components - Objective, Key Results, and Initiatives. 01:56 Understand the components of an OKR 03:57 OKR helps in structuring goals for more clarity and focus. 05:58 OKRs and KPIs are completely different, but complementary, goals. 07:56 Implementing OKR helps align organizations towards a common goal 09:53 Your strategy inspires your KPIs and OKRs. 11:49 Setting the right cadences is key to successful execution with OKRs. 13:36 Implement a clear strategy, ensure transparency, utilize both OKRs and KPIs, and standardize OKR processes
Metrics are like rulers for your business-they help you measure how well you're doing. Key Performance Indicators are like signposts that show you if you're on the right track with your goals. Key Results are like your GPS-they help you navigate towards your objectives by giving you specific targets. Love it!
Of course Google is used as the example for OKRs. "Become successful like big tech! Become an unethical tech cancer for society." I really don't want to use OKR now, thanks
I was wondering why they hybrid model she recommended did not include starting with one department with strong support from the top until I Googled the size of Perdoo. If you are in bigger organization I would suggest you start more gradually. It is easy to track good key results, it is very hard to create them and it needs broad participation and that takes time.
🎯 Key Takeaways for quick navigation: 00:05 🎯 OKR has three components: Objective, Key Results, and Initiatives. 00:37 🚀 Objectives provide direction, must be clear, inspiring, and free of jargon. 01:08 📈 Key Results quantify objectives, specific metrics with start and target values. 02:10 🌟 Key Results focus on outcomes, not just outputs or tasks. 03:06 🏁 Initiatives are projects to achieve Key Results and move towards Objectives. 03:39 🔄 OKR differs from traditional goals, driving alignment and progress. 06:46 📊 KPIs measure ongoing processes, while OKRs drive innovation and change. 08:14 🗺️ OKR boosts alignment, requires clear strategy, and focuses on priorities. 10:13 ⏰ OKRs operate on different cadences (annual, quarterly), enhancing progress. 12:18 🛑 Reflecting on and closing OKRs is crucial for learning and improvement. 13:15 ✅ Key takeaways: Less is more, strategy precedes OKRs, transparency, OKRs and KPIs differ, establish a rhythm. Made with HARPA AI
