With two weeks left in the year, you’re probably beginning to think about what 2019 will hold for you (and your company) if you haven’t already (most companies should start the planning process as early as September).
New Year’s Resolutions brings about the sexiest goals we aspire to achieve, but they often focus more on the attainment of the result than the system required to measure and achieve it.
OKR’s are a system you can use to set goals for yourself, your artists, and even an entire company.
So what is an OKR? It’s a written objective with a corresponding list of 3-5 hyper specific key results. Once the key results are attained, the objective is brought to fruition.
OKR’s are a popular tool for creating north star alignment amongst teams.
There can be company wide OKR’s and then individuals can set their own personal OKR’s (with their managers if relevant) to measure their execution in creating success for the larger expressed company objective. They can also have separate OKR’s altogether for their specific position too.
It’s recommended for companies and individuals to each have 3-5 OKR’s at any given time. For maximum impact, they are typically reviewed and refreshed quarterly. It can also be beneficial to have quarterly OKR’s aligned to overarching annual OKR’s.
OKR’s are the formula Google used to achieve explosive growth in their mission to organize the world’s information. They’ve been used by Intel, Bill Gates, and even Bono too!
Similar to any well-written goals, OKR’s require work to ensure they are set-up to achieve the aspired outcome and clearly communicated to everybody they impact (if applicable), but because of their simplicity in nature (1 objective and 3-5 key results), they are easy to articulate, comprehend, and measure accordingly.