ucdavisguy

6 ms·

1.
by ucdavisguy 4y ago
Copy and paste is the opposite of how okrs are intended to work. But traditional annual goal-setting models do cascade. Unfortunately Doerr presented a football team example in a pathetic attempt to explain how okrs cascade directly. Becaus
2.
by ucdavisguy 4y ago
Okrs are very hard to define when either or both of the following occur: 1- you don’t know your business 2- you are not competent I find #1 is more prevalent as most people are competent but I might be a bit generous in that assessment.
3.
by ucdavisguy 4y ago
That is sad. Hope you are doing something to fix that. Sounds like people are just randomly doing stuff even though they took time to define okrs. Why define okrs in first place if just doing random stuff? Seems like a leadership issue. If
4.
by ucdavisguy 4y ago
Yes - ICs have tasks, not okrs. The tasks can be intended to impact a higher-level kr which defines progress of an O and that O MUST be connected the strategy of the company or it is a crap/BS O.
5.
by ucdavisguy 4y ago
Yeah, he was a pretty smart guy.
6.
by ucdavisguy 4y ago
Measure what matters is a sales book attempting to convince leaders to implement okrs. It offers no value to anyone trying to actually deploy okrs in a given organization or team. But hey, it does fire up execs!
7.
by ucdavisguy 4y ago
So, in conclusion: 1-okrs should not be used to evaluate staff or be scored for pay raise decision. Oops, seems like some people still do that. 2-individuals should not be defining okrs at their level. I don’t see many people doing this any