I'm brand new to the concept (although certainly familiar with various goal-related methodologies like it) and this really resonated for me as a takeaway as well!
Hi Marc, Happy to hear that! Stay tuned with our new content here and on our Resource Hub (www.perdoo.com/resources) and please feel free to reach out to us if you ever have any questions. Best, The Perdoo team
1. Introduce OKR as a vegetable..It's not a silver bullet. 2. Take time to figure out what matters, don't rush to set OKRs. 3. Use OKRs to build, improve and innovate...don't use OKRs to measure everything---keep an eye on your car's dashboard, when driving to your destination (mission, vision, goals) 4. OKR's not taking off?...Don't put HR in charge :), Only one guy raised hand when asked, "Is anyone from HR here?", tells you why this joke worked! 7:45--actually it's the CEO who benefits most from OKRs.. 5. Introduce OKRs gradually, let it sink with culture and leadership …influence...It's not an overhead if done gradually..Keep it simple! 6. Is your OKR too rigid? Naah! It's you who is rigid! Tailor the framework for your organization. 7. Ditch ambitious OKRs, if your people hate stretch OKRs
Love the video! I am part of OKR implementation in our corp. and I see very similar do's and don'ts with all kind of success stories and dysfunctions. Learned a lot and made a ton of notes. Thank you! ❤
Hi Marian, happy to hear you've enjoyed this video and that it's been of help! We publish new videos regularly, so do subscribe to our channel to stay up to date with all our latest videos and insights.
Great for business consulting companies.. How would IT companies step into this space? Or would they then be attempting to eat the bread, or vegetables from PwC, Deloitte, EY etc..?
I'm watching this in December 2021 and suddenly I go: "Oh my God! Nobody's wearing a mask!". XD Anyway, I'm considering OKR and this helped me seeing through the fog.
@Henrik-Jan - "I don’t fully believe in OKR-KPI" - I have been trying to implement OKRs in my organisation, but I have been met with some resistance from my CEO. What is the best way to respond to this kind of comment?
Hi Paul, What if you replace OKRs with goals? Does your CEO not believe in goals? If he does believe in goals but not in OKRs, then he probably has a very strict/narrow interpretation of OKR - for us at Perdoo an OKR is nothing else but a goal. We can have a discussion about whether an OKR is the best way to structure (certain) goals. You may want to structure them as SMART instead. At this point, we believe the OKR structure makes the most sense and adds the most value. If that changes in the future, we'll make sure to update our Perdoo app accordingly.
After reviewing about 5 videos from the top of youtube's search recommendations, this was by far the most valuable one. He gives a balanced perspective on how to tailor the concept to each organization's needs, and doesn't "talk against" the process at all.
Nice compact talk! "OKRs are an excuse to think about what's important to you." Like that very much and recognise it a lot.
I'm brand new to the concept (although certainly familiar with various goal-related methodologies like it) and this really resonated for me as a takeaway as well!
Hi Marc,
Happy to hear that!
Stay tuned with our new content here and on our Resource Hub (www.perdoo.com/resources) and please feel free to reach out to us if you ever have any questions.
Best,
The Perdoo team
I run a portfolio of strategic exploratory projects, and am about to embark on implementing OKRs. Some great advice for me to bear in mind.
Fantastic way to do a presentation when experts of OKRs are all around . Hendrick, great presentation! Loved it..
1. Introduce OKR as a vegetable..It's not a silver bullet.
2. Take time to figure out what matters, don't rush to set OKRs.
3. Use OKRs to build, improve and innovate...don't use OKRs to measure everything---keep an eye on your car's dashboard, when driving to your destination (mission, vision, goals)
4. OKR's not taking off?...Don't put HR in charge :), Only one guy raised hand when asked, "Is anyone from HR here?", tells you why this joke worked! 7:45--actually it's the CEO who benefits most from OKRs..
5. Introduce OKRs gradually, let it sink with culture and leadership …influence...It's not an overhead if done gradually..Keep it simple!
6. Is your OKR too rigid? Naah! It's you who is rigid! Tailor the framework for your organization.
7. Ditch ambitious OKRs, if your people hate stretch OKRs
Thanks, Great summary
I found this presentation invaluable, at last somebody talk sense :),thanks a lot
Really useful. Especially about the cultural mindset of stretch goals. Thank you
Love the video! I am part of OKR implementation in our corp. and I see very similar do's and don'ts with all kind of success stories and dysfunctions. Learned a lot and made a ton of notes. Thank you! ❤
Hi Marian, happy to hear you've enjoyed this video and that it's been of help! We publish new videos regularly, so do subscribe to our channel to stay up to date with all our latest videos and insights.
we now implement the OKR to our foundation.
Great for business consulting companies.. How would IT companies step into this space? Or would they then be attempting to eat the bread, or vegetables from PwC, Deloitte, EY etc..?
That's an absolutely amazing video
I like your channel, i am subscribing.. Keep helping n inspiring people!!!
Thank you for your kind words, Miguel. Stay tuned for all our new content! :)
Very helpful. Thank you :)
How do you include more granular management systems like sprints and epics together with okrs
Show of hands for overnight success -- a lone hand on the bottom left of screen : 0:28
Great talk - thanks
I'm watching this in December 2021 and suddenly I go: "Oh my God! Nobody's wearing a mask!". XD Anyway, I'm considering OKR and this helped me seeing through the fog.
Thank you.
@Henrik-Jan - "I don’t fully believe in OKR-KPI" - I have been trying to implement OKRs in my organisation, but I have been met with some resistance from my CEO. What is the best way to respond to this kind of comment?
Hi Paul,
What if you replace OKRs with goals? Does your CEO not believe in goals? If he does believe in goals but not in OKRs, then he probably has a very strict/narrow interpretation of OKR - for us at Perdoo an OKR is nothing else but a goal.
We can have a discussion about whether an OKR is the best way to structure (certain) goals. You may want to structure them as SMART instead. At this point, we believe the OKR structure makes the most sense and adds the most value. If that changes in the future, we'll make sure to update our Perdoo app accordingly.
2020
Not a great video to watch on OKRs. After learning from web and books on OKRs, speaker talks against the OKRs thought process to sell his software.
He didn't even do that slightly! I suspect you just watched the first two minutes, saw him mention it, and wrote your dumb comment.
After reviewing about 5 videos from the top of youtube's search recommendations, this was by far the most valuable one. He gives a balanced perspective on how to tailor the concept to each organization's needs, and doesn't "talk against" the process at all.
@@chelseapalmer7037 totally agree with you!
I guess that people who have successfully implemented OKRs will not attend this event. So the first question does not prove anything.
Where is ppt