In our complex, fast-paced organizations, which are often in emergency situations, we can quickly lose track of priorities or feel a sense of inefficiency. Setting objectives is essential to set a direction, move forward and propel our efforts in the right direction.
Setting objectives is a common practice in organizations. However, results may not always be achieved when the process is rigid. Too often, we observe that targets are unchanging despite a succession of changes, follow-up is insufficient, practices are more individual than collaborative, and the strategic scope is weak.
Many organizations (e.g., Google, LinkedIn, Netflix, Disney) have therefore turned to the OKR method (O for Objectives and KR for Key Results) to give themselves the means to progress. Oriented on results, not means, it allows each person to take charge of their action plan, thus encouraging their autonomy. Why is this method so popular? It combines simplicity, clarity and effectiveness. It encourages each person to surpass themselves and to get involved in order to contribute to the success of the team or organization, giving alignment and meaning to each team member’s actions.
This guide shows how to formulate ambitious and challenging objectives, both for the team and for individuals. In this way, you will create a movement so that everyone channels their efforts in the right direction and stays the course, despite the turbulence and obstacles encountered. Keep in mind that changes during the year may require a change of direction. If this is the case, return to the team discussion to revise and adapt the original plan. The best path is not always the one originally planned. Remain flexible to adapt!
- You wish to articulate objectives that will serve as a real compass to guide your daily efforts.
- You want all team members to move in the right direction.
- You want to implement a collaborative process that highlights everyone’s contribution.
Schedule a 90-minute meeting to discuss team objectives: team members must have a clear and common understanding of the destination in order to move forward together.
Each person will then identify how they can contribute to the team’s success, giving meaning to what they are doing. Allow sufficient time after the team meeting for each person to reflect on their potential contribution (e.g., 2-5 days).
Finalize the process by inviting people to share their individual objectives to validate and strengthen the collective alignment.
TO LEARN MORE
DOERR, John (2018). Measure what matters. Portfolio Penguin.