OKRs should be used for collective commitment. Some organizations abuse OKRs and use them as a “carrot” or “stick” in performance evaluations. It can be toxic to tie OKRs directly to bonuses and even more toxic to blindly tie OKRs to an individual’s performance.
It’s possible for OKRs, performance reviews and compensation to work well together, but it requires a culture of learning.
Want to hear more? This clip is from a recent episode of CFRs where Ryan and Elizabeth were joined by Christina Wodtke an established thought leader and author of The Team That Managed Itself, Pencil Me In and, her landmark book, Radical Focus, which is now out in its second edition.
Watch the full episode: • CFRs: Radical Focus an...
Learn more about Christina Wodtke and Radical Focus: cwodtke.com/
Learn more about OKRs:
⮕ Free leadership and goal setting resources: whatmatters.com/
⮕ Get John Doerr's OKR book, "Measure What Matters": www.whatmatter...
⮕ Subscribe to the What Matters email newsletter: eepurl.com/gbRJpj
⮕ See example OKRs: www.whatmatter....
⮕ Read OKR FAQs: www.whatmatter....
📧 Sign up for Audacious, our weekly newsletter here: whatmatters.us...
⮕ For a deeper dive on using OKRs within your organization, earn your OKR Certification in our Coursera course. www.coursera.o...
#Leadership #GoalSetting #Inspiration #OKRs
17 сен 2024
