Starting your OKR experiment the Right Way | Sandra Pretzer
07/12/23 • 15 min
In this episode, Sandra Pretzer explains how to implement Objectives and Key Results (OKRs) within an organization. The conversation focuses on a phased approach, beginning with securing leadership buy-in and aligning with the company vision.
Implementation involves identifying a pilot team, educating them on OKR methodology, and defining a 12–18-month strategic goal.
The process emphasizes outcome-oriented key results, regular check-ins, and post-cycle reflection to refine future iterations.
A key takeaway is the importance of collaborative conversations in setting meaningful objectives rather than relying on automated tools, highlighting the human element crucial for successful OKR implementation.
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Overview:
- Align on the company's vision and purpose to create a resonating statement that employees connect with.
- Define the starting architecture by identifying strategic topics or departmental focuses for the OKR pilot.
- Set a midterm strategic goal for the next 12 to 18 months to anchor the OKR pilot teams.
- Conduct regular OKR check-ins, reflection meetings, and retrospectives to track progress and improve collaboration.
"We look at the company vision and purpose, and see if it's a statement that employees really resonate with."
"I always recommend the teams that I work with to focus on one objective, and 3 to 4 key results, max."
Chapters:
00:00 Intro
01:50 Steps to implement an OKR experiment
09:43 Reflection meetings and continuous improvement
12:26 Differentiating between bad and good OKRs
14:41 Importance of understanding the "why" before setting OKRs
Resources:
Sandra Pretzer's profile https://www.linkedin.com/in/sandra-pretzer-b24a8430/
Free OKR Lean Coffee https://www.linkedin.com/groups/8994190/
Sandra Pretzer's Free OKR start-up guide https://www.sandrapretzer.com/okr-workbook-en/
Déjà fan de ce contenu ?
Restons en contact et devenons potes sur LinkedIn https://ca.linkedin.com/in/pierrecyrildenant/en
Reçois l'essentiel par courriel https://collaborationsolved.kit.com/347bbd9db9
Sers toi dans ma boîte à outil (c'est gratuit) https://collaborationsolved.kit.com/profile/outils
Abonnes toi à ma chaîne https://www.youtube.com/@collaboration-solved?sub_confirmation=1
#okr #objective #result #smartgoals #kpi #goals #strategy ##outcomes #metrics #agile #leadership #storytelling
In this episode, Sandra Pretzer explains how to implement Objectives and Key Results (OKRs) within an organization. The conversation focuses on a phased approach, beginning with securing leadership buy-in and aligning with the company vision.
Implementation involves identifying a pilot team, educating them on OKR methodology, and defining a 12–18-month strategic goal.
The process emphasizes outcome-oriented key results, regular check-ins, and post-cycle reflection to refine future iterations.
A key takeaway is the importance of collaborative conversations in setting meaningful objectives rather than relying on automated tools, highlighting the human element crucial for successful OKR implementation.
👉 Abonne toi à ma chaîne pour ne pas manquer les prochaines vidéos https://www.youtube.com/@collaboration-solved?sub_confirmation=1
👉 Laisse pas un algorithme te dire ce que tu devrais lire. Reçois l'essentiel des contenus par courriel (promis, pas de spam) https://collaborationsolved.kit.com/347bbd9db9
Overview:
- Align on the company's vision and purpose to create a resonating statement that employees connect with.
- Define the starting architecture by identifying strategic topics or departmental focuses for the OKR pilot.
- Set a midterm strategic goal for the next 12 to 18 months to anchor the OKR pilot teams.
- Conduct regular OKR check-ins, reflection meetings, and retrospectives to track progress and improve collaboration.
"We look at the company vision and purpose, and see if it's a statement that employees really resonate with."
"I always recommend the teams that I work with to focus on one objective, and 3 to 4 key results, max."
Chapters:
00:00 Intro
01:50 Steps to implement an OKR experiment
09:43 Reflection meetings and continuous improvement
12:26 Differentiating between bad and good OKRs
14:41 Importance of understanding the "why" before setting OKRs
Resources:
Sandra Pretzer's profile https://www.linkedin.com/in/sandra-pretzer-b24a8430/
Free OKR Lean Coffee https://www.linkedin.com/groups/8994190/
Sandra Pretzer's Free OKR start-up guide https://www.sandrapretzer.com/okr-workbook-en/
Déjà fan de ce contenu ?
Restons en contact et devenons potes sur LinkedIn https://ca.linkedin.com/in/pierrecyrildenant/en
Reçois l'essentiel par courriel https://collaborationsolved.kit.com/347bbd9db9
Sers toi dans ma boîte à outil (c'est gratuit) https://collaborationsolved.kit.com/profile/outils
Abonnes toi à ma chaîne https://www.youtube.com/@collaboration-solved?sub_confirmation=1
#okr #objective #result #smartgoals #kpi #goals #strategy ##outcomes #metrics #agile #leadership #storytelling
Épisode précédent
Future-proof collaboration with OKR | Sandra Pretzer
In this episode, Sandra Pretzer explains how to have the right conditions to experiment with OKR strategic objectives, and the pitfalls to avoid. The interview highlights that KPIs are lagging indicators useful for understanding past performance but insufficient for strategic planning. SMART goals offer a more focused approach, but lack a framework for broader communication and strategic vision. In contrast, OKRs emphasize a future-oriented, strategic approach, incorporating a company vision and narrative to drive organizational alignment and innovation, thereby fostering greater customer-centricity and long-term sustainability. 👉 Abonne toi à ma chaîne pour ne pas manquer les prochaines vidéos https://www.youtube.com/@collaboration-solved?sub_confirmation=1 👉 Laisse pas un algorithme te dire ce que tu devrais lire. Reçois l'essentiel des contenus par courriel (promis, pas de spam) https://collaborationsolved.kit.com/347bbd9db9 Overview: - The difference between S.M.A.R.T. objectives, KPIs and OKRs - Pitfalls to avoid with OKRs - The right conditions for experimenting with OKRs "If we want to continue doing business in 20 years' time, relying on objectives based simply on performance is heading for the wall." Chapters: 00:00 Intro 02:27 Differentiating between SMART Goals, KPIs, and OKRs 08:38 Focusing on Strategic Goals with OKRs 13:31 The Narrative Element in OKRs 17:39 Changing Role of Leadership in OKR Adoption 19:22 Starting Small and Iterating with OKRs 22:08 OKRs: A Framework for Staying Relevant in Dynamic Markets 24:50 OKRs for Turning Customers into Fans and Acquiring Markets Resources: Sandra Pretzer's profile https://www.linkedin.com/in/sandra-pretzer-b24a8430/
Free OKR Lean Coffee https://www.linkedin.com/groups/8994190/
Sandra Pretzer's Free OKR start-up guide https://www.sandrapretzer.com/okr-workbook-en/ Déjà fan de ce contenu ? Restons en contact et devenons potes sur LinkedIn https://ca.linkedin.com/in/pierrecyrildenant/en
Reçois l'essentiel par courriel https://collaborationsolved.kit.com/347bbd9db9
Sers toi dans ma boîte à outil (c'est gratuit) https://collaborationsolved.kit.com/profile/outils
Abonnes toi à ma chaîne https://www.youtube.com/@collaboration-solved?sub_confirmation=1
#okr #objective #result #smartgoals #kpi #goals #strategy ##outcomes #metrics #agile #leadership #storytelling
Épisode suivant
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La méthode comporte quatre étapes : poser une question, construire des modèles individuels, partager les interprétations et identifier collectivement les idées clés.
Elle détaille également des exercices préparatoires destinés à faciliter l'entrée des participants dans le processus et à renforcer leur confiance.
Enfin, elle propose un exercice pratique que les auditeurs peuvent essayer.
"C'est pas forcément ceux qui sont habitués à monter des vaisseaux ou des voitures en LEGO qui seront les plus surprenants dans ces ateliers."
👉 Abonne toi à ma chaîne pour ne pas manquer les prochaines vidéos https://www.youtube.com/@collaboration-solved?sub_confirmation=1
👉 Laisse pas un algorithme te dire ce que tu devrais lire. Reçois l'essentiel des contenus par courriel (promis, pas de spam) https://collaborationsolved.kit.com/347bbd9db9 En bref: - A quoi peut servir le LEGO Serious Play (LSP) ? - Comment réduire la résistance des participants qui ne veulent pas "jouer" le jeu ? - Quelle est la structure d'un atelier LSP (les 4 étapes clés) ? - Exemple d'atelier à essayer dans son équipe Chapitres: 00:00 Intro 02:11 Différence entre Lego Serious Play et autres méthodes collaboratives 03:46 Domaines d'application du Lego Serious Play 08:04 Les modèles 3D traduisent les pensées peu importe la langue 10:08 Les bénéfices de LSP sur l'apprentissage et la participation 14:41 Les 4 étapes du processus de LSP 21:33 Utilisation des histoires et des métaphores 28:37 Préparation clé pour un atelier Lego 31:33 Le rôle du gestionnaire et du facilitateur En savoir plus: Le site de Marie-Christine Messier - https://www.mcmco.ca/ Informations sur le LEGO Serious Play et contenus de formations - https://miro.com/app/board/uXjVM8xgSJU=/ Déjà fan de ce contenu ?
Restons en contact et devenons potes sur LinkedIn https://ca.linkedin.com/in/pierrecyrildenant/en
Reçois l'essentiel par courriel https://collaborationsolved.kit.com/347bbd9db9
Sers toi dans ma boîte à outil (c'est gratuit) https://collaborationsolved.kit.com/profile/outils
Abonnes toi à ma chaîne https://www.youtube.com/@collaboration-solved?sub_confirmation=1
#lego #legoseriousplay #seriousgames #facilitation #leadership #teambuilding #teamwork #workshop
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