Taking OKRs into use is a learning process

The OKR model is very simple in principle. While implementation may seem confusing at first, as you gain experience you will learn to utilize it more deeply to make it work in your own context.
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Increase agility and transparency

OKRs are transparent and everyone in the organization can view them and see how their own and others’ work contribute to the mission and strategy.

Everyone finds it easier to align their work towards the same goals when they know what others are focusing on and it is also easier to drive outcomes once work has a clear meaning and measurable actions.

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People think it's only about OKRs and neglect the story

OKRs are a key part of your story - being derived from your vision and mission. They contribute to continuous improvement and learning.

A lot of the value of OKRs comes from the discussions about what matters, how it will be measured, and what that means for teams and individuals. These discussions clarify the story and align people, departments, and their goals.

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Leading an OKR implementation is also a transformation

An OKR implementation requires a strong commitment and a desire to learn. It’s also a process by which commitment and learning evolve into a more autonomous organization.

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You need a transformation platform with OKRs built-in from the get-go

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Amplify your OKRs. Improve alignment and learning of objectives when using a as a part of your operating model

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Faster implementation. Implement OKRs in a fraction of the time than it usually takes - and improve on the go

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Coherence. One tool and operating model to rule them all

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Increase impact. 98% perceive OKRs impactful and valuable and increased clarity of strategy from 4.2 to 5.0

Using Tangible Growth ROI in concrete cases



Management confidence in execution



Employee clarity of own contribution to strategy



Reduction in transformation time when requiring mindset shift and new ways of working