Our writings

The structure of a KR

A good KR is measurable, quantifiable, and represents an outcome. The question becomes: how to formulate a KR that fits those criteria? What's the structure that we can use?

Key Results

Writing a Key Result as a noun

A Key Result should always represent an outcome, not a task or activity. But, how do you know whether what you write is an outcome? One litmus test that you can use: is your KR written as a noun or a verb?

OKR adoption

Implementing a buddy system in OKR

Adopting the OKR practice in a team is similar to building a group habit. One alternative to keeping you motivated is by having a buddy. This article aims to illustrate the role of a "buddy" in OKR and what you can expect from him/her.

Reflection

Identifying lessons learned from OKR

Progress and score are not just numbers. Together, they give us insight, specifically regarding the lessons learned that we can bring to the future. This article offers a guide to help you extract such lessons.

Reflection

OKR as a way of working

First and foremost, OKR is a goal-setting framework to set Objectives and track the outcomes. When adopted by everyone in the team/company, however, OKR can evolve into something more. It can become a way of working. It shapes how they work and collaborate with each other.

Reflection

How (long) to know whether OKR is the right choice for my company or team?

How do you know whether the OKR practice is a good fit for you or your team?

OKR adoption

What would happen if I didn't achieve my Key Result?

How would an unachieved KR affect your planning for the next period?

OKR adoption

Would it be okay to create a private OKR?

What should you do if your OKR contains confidential information? How can you respect the transparency that OKR instills while still protecting the sensitivity of your information?

OKR adoption

How specific should a KR be? A case study from a Sales Team

A KR is advisable to be specific and explicit; it shouldn't be vague or ambiguous. But, what did we mean by "specific"? How should we measure the specificity of a KR?

OKR adoption

How many OKR do I need?

When OKR is implemented at all levels of the organization, then everyone is expected to have their own OKR, from Top Management to individual contributors. Their role will influence the number of OKR they need to maintain. Hint: one role will need to maintain more than one.

OKR adoption

What to do if my KR is not aligned with any team KR?

What are the alternatives when the alignment between an individual and team KR cannot be made?

OKR adoption

Working on a shared responsibility or Key Result

How to manage work or responsibility that requires effort and collaboration from multiple individuals?

Alignment

Should OKR be adopted to the individual level?

This article would like to bring clarity regarding how OKR can be adapted at an individual level and the benefits this practice bring to the manager and the individual.

Alignment

Division alignment to company OKR

A visualization of how a division can align its goal with the company's goals.

OKR Fundamentals

Transparency in OKR

How can OKR facilitate transparency in a company or team? And, what benefits does transparency bring?

Alignment

Creating alignment with OKR

Alignment—both vertical and horizontal—is a crucial concept in any organization. Let's look at how the OKR practice can facilitate the creation of an alignment in a company.

Scoring

Should the score be standardized?

There are 2 elements of scoring: progress and score. The latter relies on the individual's thoughtful, subjective judgment. In other words, it's subjective. Is this ideal? Or should we standardize the score to minimize the subjectivity?

Scoring

Do we need to use both progress and score?

When it comes to scoring, OKR relies on progress and score. What would the argument be for people who questioned this method? Why cannot we rely only on one measurement? It's because progress and score measure different things. They emit different signals.

Scoring

Qualitative vs. quantitative KR

To better determine the progress of your KR, you must first understand whether your KR is qualitative or quantitative.

Scoring

Progress vs. Score

There are 2 variables in scoring: progress and score. What's the difference between the two and how can they complement each other?

OKR Fundamentals

OKR Dashboard

Every OKR that you make has to be written down. So, where should you write it?

OKR Fundamentals

Can I change my OKR?

The OKR that has been set shouldn't be changed. If that's the case, then what can we do when external circumstances require us to adjust our OKR?

Key Results

KR vs. Task

In the OKR world, it’s important to build the distinction between Key Result and Task. A Key Result measures outcomes, instead of outputs. An output is something that you do (i.e a task), an outcome is something that happens as a consequence of what you do.

OKR Fundamentals

OKR should be specific

Your OKR, especially your Key Results, should be as specific as it can be. The less ambiguous, the better. You’re encouraged to be verbose to avoid misunderstanding.

OKR Fundamentals

What is the limit to the number of Objectives or Key Results?

It is a common practice to limit the number of OKR for the top-line and team OKR. But, what should be the consideration in doing this?