I've read some of the books you've summarized. Your points are great. Your key points are explained succinctly. Thank you for these vids. Keep up the great work! 👏
“The most important things in life and in business can’t be measured. The trite bromide ‘If you can measure it, you can manage it’ has been a hindrance in the building of a great real-world organization, just as it has been a hindrance in evaluating the real-world economy. It is character, not numbers, that make the world go ‘round. How can we possibly measure the qualities of human existence that give our lives and careers meaning? How about grace, kindness, and integrity? What value do we put on passion, devotion, and trust? How much do cheerfulness, the lilt of a human voice, and a touch of pride add to our lives? Tell me, please, if you can, how to value friendship, cooperation, dedication, and spirit. Categorically, the firm that ignores the intangible qualities that the human beings who are our colleagues bring to their careers will never build a great workforce or a great organization.” -John C. Bogle
Dude! this summary is amazing! I'm incredible bad at reading so always try to understand if is valuable to spent my time reading a book, This is such a great value to me!
Nice review, lot of valuable insights... Thoroughly explained.. Thanks a lot... Your efforts in making the videos reduces our efforts in understanding these invaluable concepts.. Thanks and keep rocking!!
Wow, that was a perfect summary of OKRs! Thanks for putting this together with great visualizations as well as understandable content. If you have an OKR with great content as an objective and satisfied viewers as a key result, mark me down as one of your satisfied viewers:-) . Thanks
4:56 - practice pit stop 1 hour a day is not a result, it's an activity. By practicing it we can achieve results 2# and 3#, but this one is not a result by itself.
Setting the objectives high which are way beyond your team and individual capability might lead to behaviours which will lead them to do wrong things. An HBR article "goals gone wrong" highlites this. But OKR framework does help as it brings the required discipline and agility in the company, the same discipline amd agility which was mentioned in book "Good to Great" by Jim Collins. But the receipe of successfully implementing OKR in your company depends on who is implementing it in your company and does he or she have required authority to get this implemented. After helping many companies with OKR implementation, here are our top 3 learnings 1. Implementing OKR at scale needs atleast 3 to 4 quarters. 2. CEO and COO should together review the OKR progress every quarter beyond their reports to get sense of execution around company for first 3 quarters. This brings seriousness of OKR setting. And the insights you get as CEO and COO are amazing and helps the CEO to identify the gap between hia VISION and it's implementation. 3. Change management is very critical in successful OKR implementation. If you need further help with OKR implementation, do Visit www.qilotech.com for details
Very well summarized , i wonder how you choose your books , if possible kindly make a video describing how you select which book to read next . Thank you
as someone our who worked in software i can tell you this exact idea is why so much software is bloated with unnecessary features and things that are difficult to use or even understand. "feature rich" is a BS term that means "we dont really know whats important , but we are judged by how many new features our next version ships with... then 50% of them or more likely 80% are never used or even see the light of day. A waste of human potential
Great video! I just have one question: in the race car example, isn’t “practicing pit stops 1 hour a day” an initiative rather than a key result? It is an action, not a result.
Great video! Perfect for introducing a team to OKRs. I appreciate you putting this into a bite size chunk. Truly valuable to us on the ground. Thank you!
Nice summary, i recently read this book and it is good. If you add more content about what is an objective and what is a key result this video would have been great
Hey great video, and explanation as always. However, and unless I am misunderstanding here, but around the 5th minute of the video, where you explain how to add qualitative measurements to the qualitative Key Results, you missed adding a delivery time to the qualitative OKR. The development of the 3 features, need to have a delivery time. Whether a week, month, ...
Hello! Thank you for such helpful insights. It's good to have summaries like this. It's very well put. Our team at work is about to embark on an OKR journey. Was wondering if we could use this video to explain the OKRs. Could I please get your permission to use your video as a reference? We'll make sure that all credits go to you and your channel. Thank you so much in advance!
