Agile rethinking in strategic planning

OKR activates employee potentials in strategy implementation and makes companies adaptable and fast.

Did you know this too?

Situations from everyday business life that everyone knows.

  • The mid-term reviews with the supervisor is coming up and the employees are digging out their goal agreements to remember what on earth they were.
  • Colleagues puzzle over what tasks the ‘new guy’ has been given and how they fit into their job description.

According to Gary Hamel, American economist and one of the world’s most influential business thinkers, companies have 21st century technologies at their disposal. Management processes from the middle of the 20th century, and management principles from the 19th century. These promote silo thinking, as everyone’s main interest is to achieve personal goals.

The strategy does not get through to the employees.

The big weakness is the link between strategy and operations.

This is confirmed in the study by D. Sull, R. Homkes, & C. Sull entitled ‘Why Strategy Execution Unravels - and What To Do About It’ (Harvard Business Review, 2015). The strategy is presented to management on beautiful PowerPoint slides, while employees are given detached objectives by their superiors. The reference to the strategy is not transparent for the employee and is lost.

How can companies prevent this disconnect between strategy and operations while maximizing employee potential?

The answer is OKR Objectives and Key Results.

OKR has made Google successful.

OKR is a framework for goal setting according to agile principles and describes processes, structures, principles, roles as well as behaviors for their implementation.

OKR aims to ensure the execution and implementation of the corporate strategy by the entire organization.

Every employee can make his or her personal contribution to the strategic development of the company and contribute to the corporate goals.

What makes OKR so successful?

OKR is meaningful, transparent and self-reliant.

The definition of objectives requires the participants to be clearly oriented towards the strategic goals of the company. Team goals should be ambitious and motivating . They have a half-life of 3 months, i.e. they are renegotiated on a quarterly basis and adjusted to the changed circumstances. 2 – 3 key results operationalize the objective and describe how the goal is to be achieved. The metric component of a key result is important, ensuring that the progress of work is measurable and therefore clearly identifiable. Objectives as well as key results are visible to everyone in the company and ensure maximum transparency .

OKR Masters and Pioneers

We are certified OKR Masters and initiators of the OKR Lounge

Not only do we want to support companies in their OKR projects as OKR Masters, we want to establish a platform for informal exchange. Why? OKR inspires us, inspires you and is the future. That’s why we created the OKR Lounge Events and the OKR Lounge LinkedIn Group . We have summarized our own experiences with OKR in a whitepaper.

OKR successful implementation – our services

We offer a modular and maximally transparent service portfolio.

  • Are you facing the decision to make your operating system more agile?
  • Have you heard of OKR and want to learn more?
  • Are you about to implement OKR and would like to be supported by an external OKR Master in the initial phase?

Our modular service portfolio can be adapted to your individual needs.

Transparent costs

  • Modular structure of service components
  • Agile service planning
  • Defined deliverables

OKR Master Certification

  • Official certification as an OKR expert

Unique knowledge base

  • Certification in agile Scrum
  • Certification as a Prosci® Change Management Practitioner

Toolbox

  • Use of Kanban or Jira
  • OKR Tools: Partnership with mooncamp and experience with profit.co

OKR is on your agenda?

Edo Bezemer – I am your direct contact.

We would be very happy to discuss OKR in a non-binding consultation. I can show you what experiences we have had internally with OKR and how we can support you in the successful introduction of OKR.

Feel free to contact me via email or call +41 61 508 15 19