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OKR meetup Amsterdam may 2018

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In this presentation I discussed the OKR Commitment Square.

Publicado en: Liderazgo y gestión

OKR meetup Amsterdam may 2018

  1. 1. Amsterdam OKRs Meetup May 31, 2018
  2. 2. Welcome! Bart & the Commitment Square Drinks & Mingle Agenda
  3. 3. Quick Intro to OKRs
  4. 4. Objectives & Key Results OKRs
  5. 5. Example Objective: Become more healthy and fit Key Result: Reduce weight to 70 kg
  6. 6. OKRs vs Traditional Goal Setting MBOs OKRs Not ambitious Ambitious Linked to compensation Decoupled from compensation Annual (static) Quarterly (more agile) Top down Top Down & Bottom Up Private Public
  7. 7. Make my house a comfortable and relaxing place to be after busy work days 1.0 all items from the ‘priority list’ are in place 0.7 4 items from the ‘priority list’ are in place 0.3 1 item from the ‘priority list’ is in place PRIORITY LIST: - Boxspring bed - Large TV with Netflix - Coffee Machine - Artwork - Large Plant (preferably palm tree) - Fluffy Blanket - Relax Chair - Aroma Diffuser
  8. 8. The Commitment SquareBart den Haak
  9. 9. LeanBart. @bartdenhaak Independent IT Leader, currently @ ING Past: entrepreneur, IT Leader, OKR evangelist Sports: Kite surfer, snowboarder, free athlete W: bartdenhaak.com E:bart@leanbart.com
  10. 10. Why OKRs 1. Alignment 2. Acceleration 3. Focus
  11. 11. 1. Alignment “..help everyone in the company understand what’s important and how you’re going to measure what’s important.” ~ Dick Costolo, former Googler and former CEO of Twitter
  12. 12. Connecting OKRs Company OKRs Business Unit OKRs Team OKRs Business Unit OKRs Team OKRs
  13. 13. 2. Acceleration “Stretch goals are the building blocks for remarkable achievements in the long term” ~Christina Wodtke WARNING: Do not tie OKRs to performance reviews and bonuses.
  14. 14. 3. Focus Focus is hard! Even with OKRs.
  15. 15. Focus Focus is hard! Even with OKRs. OKRs solves the “shiny object syndrome” (SOS).
  16. 16. Focus Focus is hard! Even with OKRs. OKRs solves the “shiny object syndrome”. If everything is important, nothing is.
  17. 17. Living your OKRs
  18. 18. WARNING: You will fail! Main reasons: 1. No strategy defined! 2. Too many OKRs (Challenge with focus.) 3. Missing cadence of commitment and celebration
  19. 19. Quarterly OKR kick-off meeting ● Run by the CEO ● 10 people or fewer (sr executive team) ● Few days before, all employees submit the Objective (give them a small window, 24h) ● Have someone collect the ideas (e.g. OKR master, consultant) ● Schedule 2 x 2 hour session (your goal, cancel the 2nd one) ● Each exec has 2 objectives in mind + ● Pick 1 objective!! Discuss. Debate. Fight. Stack. Rank. Pick.
  20. 20. Monday commitments Helps to focus
  21. 21. OKR Confidence O: Establish clear value to distributors as a quality tea provider KR: Reorders at 85% 5/10 KR: 20% of reorders self-serve 5/10 KR: Revenue of 250K 5/10
  22. 22. OKR ConfidencePriorities this week O: Establish clear value to distributors as a quality tea provider KR: Reorders at 85% 5/10 KR: 20% of reorders self-serve 5/10 KR: Revenue of 250K 5/10 P1: Start marketing campaign proposition X P1: 3 solid fullstack candidate for team Y P1: New Order fow Spec’d
  23. 23. Company Healths OKR ConfidencePriorities this week Risk Score below X Employee Engagement score > Y Revenue > X Mlj / week Behind due to hot weather O: Establish clear value to distributors as a quality tea provider KR: Reorders at 85% 5/10 KR: 20% of reorders self-serve 5/10 KR: Revenue of 250K 5/10 P1: Start marketing campaign proposition X P1: 3 solid fullstack candidate for team Y P1: New Order fow Spec’d
  24. 24. Next 4 weeks - Projects Company Healths OKR ConfidencePriorities this week Risk Score below X Employee Engagement score > Y Revenue > X Mlj / week Behind due to hot weather O: Establish clear value to distributors as a quality tea provider KR: Reorders at 85% 5/10 KR: 20% of reorders self-serve 5/10 KR: Revenue of 250K 5/10 P1: Start marketing campaign proposition X P1: 3 solid fullstack candidate for team Y P1: New Order fow Spec’d Passive reorder notifications New self-service flow for distributors Hire customer service head
  25. 25. In Progress KR: Reorders at 85% 5/10 KR: 20% of reorders self-serve 5/10 KR: Revenue of 250K 5/10 In Progress OKR ConfidenceObjective 1 Backlog Title Hypotheses KR1 KR2 Title Hypotheses KR1 KR2 Title Hypotheses KR1 KR2 Title Hypotheses KR1 KR2 In Progress KR: CTR > 20% 5/10 KR: NPS > 8 5/10 Objective 2 Backlog Title Hypotheses KR1 KR2 Title Hypotheses KR1 KR2 Title Hypotheses KR1 KR2 Title Hypotheses KR1 KR2
  26. 26. Friday are for winners
  27. 27. Improve weekly status emails
  28. 28. Getting started with OKRs ● Start with only one OKR for the company by using the commitment square. ● Have one team adopt OKRs before the entire company does ● Start out by applying OKRs to projects to train people on the objective & key result approach Focus on learning what works in your company culture
  29. 29. Top 10 Takeaways ● Set only one OKR for the company, unless you have multiple business lines. It’s about focus. ● Give yourself three months for an OKR to have an effect. How bold is it if you can do it in a week? ● Keep the metrics out of the Objective. The Objective is inspirational. ● In the weekly check-in, open with the company OKR, and then do groups. Don’t do every individual; that’s better in private one-on-ones, which you do have every week, right ● OKRs connect; set company OKRs, and then team OKRs
  30. 30. Top 10 Takeaways ● Set only one OKR for the company, unless you have multiple business lines. It’s about focus. ● Give yourself three months for an OKR to have an effect. How bold is it if you can do it in a week? ● Keep the metrics out of the Objective. The Objective is inspirational. ● In the weekly check-in, open with the company OKR, and then do groups. Don’t do every individual; that’s better in private one-on-ones, which you do have every week, right ● OKRs connect; set company OKRs, and then team OKRs
  31. 31. Top 10 Takeaways ● Set only one OKR for the company, unless you have multiple business lines. It’s about focus. ● Give yourself three months for an OKR to have an effect. How bold is it if you can do it in a week? ● Keep the metrics out of the Objective. The Objective is inspirational. ● In the weekly check-in, open with the company OKR, and then do groups. Don’t do every individual; that’s better in private one-on-ones, which you do have every week, right ● OKRs connect; set company OKRs, and then team OKRs
  32. 32. Top 10 Takeaways ● Set only one OKR for the company, unless you have multiple business lines. It’s about focus. ● Give yourself three months for an OKR to have an effect. How bold is it if you can do it in a week? ● Keep the metrics out of the Objective. The Objective is inspirational. ● In the weekly check-in, open with the company OKR, and then do groups. Don’t do every individual; that’s better in private one-on-ones, which you do have every week, right? ● OKRs connect; set company OKRs, and then team OKRs
  33. 33. Top 10 Takeaways ● Set only one OKR for the company, unless you have multiple business lines. It’s about focus. ● Give yourself three months for an OKR to have an effect. How bold is it if you can do it in a week? ● Keep the metrics out of the Objective. The Objective is inspirational. ● In the weekly check-in, open with the company OKR, and then do groups. Don’t do every individual; that’s better in private one-on-ones, which you do have every week, right ● OKRs connect; set company OKRs, and then team OKRs
  34. 34. Top 10 Takeaways ● OKRs are not the only thing you do; they are the one thing you must do. Trust people to keep the ship running, and don’t jam every task into your OKRs ● The Monday OKR check in is a conversation. Be sure to discuss change in confidence, health metrics, and priorities ● Encourage employees to suggest company OKRs. OKRs are great bottom up, not just top down. ● Make OKRs available publicly. Google has them on their intranet. ● Friday celebrations are an antidote to Monday’s grim business. Keep it upbeat!
  35. 35. Top 10 Takeaways ● OKRs are not the only thing you do; they are the one thing you must do. Trust people to keep the ship running, and don’t jam every task into your OKRs ● The Monday OKR check in is a conversation. Be sure to discuss change in confidence, health metrics, and priorities ● Encourage employees to suggest company OKRs. OKRs are great bottom up, not just top down. ● Make OKRs available publicly. Google has them on their intranet. ● Friday celebrations are an antidote to Monday’s grim business. Keep it upbeat!
  36. 36. Top 10 Takeaways ● OKRs are not the only thing you do; they are the one thing you must do. Trust people to keep the ship running, and don’t jam every task into your OKRs ● The Monday OKR check in is a conversation. Be sure to discuss change in confidence, health metrics, and priorities ● Encourage employees to suggest company OKRs. OKRs are great bottom up, not just top down. ● Make OKRs available publicly. Google has them on their intranet. ● Friday celebrations are an antidote to Monday’s grim business. Keep it upbeat!
  37. 37. Top 10 Takeaways ● OKRs are not the only thing you do; they are the one thing you must do. Trust people to keep the ship running, and don’t jam every task into your OKRs ● The Monday OKR check in is a conversation. Be sure to discuss change in confidence, health metrics, and priorities ● Encourage employees to suggest company OKRs. OKRs are great bottom up, not just top down. ● Make OKRs available publicly. Google has them on their intranet. ● Friday celebrations are an antidote to Monday’s grim business. Keep it upbeat!
  38. 38. Top 10 Takeaways ● OKRs are not the only thing you do; they are the one thing you must do. Trust people to keep the ship running, and don’t jam every task into your OKRs ● The Monday OKR check in is a conversation. Be sure to discuss change in confidence, health metrics, and priorities ● Encourage employees to suggest company OKRs. OKRs are great bottom up, not just top down. ● Make OKRs available publicly. Google has them on their intranet. ● Friday celebrations are an antidote to Monday’s grim business. Keep it upbeat!
  39. 39. Contact us :-) leanbart.com / bart@leanbart.com melanie.wessels@booking.com

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