How Google sets goals: OKRs / Startup Lab Workshop

Google Ventures Startup Lab | GV partner Rick Klau covers the value of setting objectives and key results (OKRs) and how this has been done at Google since 1999. Understand the key attributes of effective OKRs and how to apply them in your own organization.
Blog post: gv.com/1322

[@F84bln]

Almost 10 years later: Thank you! Awesome talk, really helped me! You are a great guy!

[@JohnnyBTeam]

This is one of the most useful videos I've seen on TH-cam. OKRs have helped us to focus our efforts and make more rapid improvements.

[@jcarlin]

Awesome talk!

[@AlexandriaRohn]

00:00:15

[@yonoume8747]

Look at all of these captains and hero's highlighting what's essential, Hats off to all of you ladies and gentlemen thank you...

[@Theartsygalslays]

The transparency of setting and sharing individual OKR's for all levels within an organization is brilliant for driving accountability and clarity at all levels. It's a practical method of forging deliberate cross-functional as well as down/upstream collaboration, so no one has any doubt about their contribution to the organization's success, and I've seen it at work firsthand. Worthwhile for any midsize (50+ people) or larger organization.

[@DanielThomasArgueta]

OKRs are going to be very useful for me. Thank you!

[@RickKlau]

@Ty, I think starting out including everyone helps set the expectation from day one that this is not a top-down effort. It's fine to give guidance about what the company's priorities are, but I think it's critical that each employee feel ownership to their OKRs from the beginning. Good luck!

[@joycemimi1]

This is amazing, after 10 years and the content is still relevant. i just got to know about OKR and will sure implement it in our company to drive growth. I hope i will be assisted from time to time when I need your assistance. Thank youuuuuuuu

[@ArthanareeswaranPalavesam]

Helped me in shaping my OKRS . Thank you

[@omargatti1753]

Thanks

[@HaigSakouyan]

Very interesting topic. I can easily see how this could help a team succeed.

[@surabhigoyal9304]

Excellent insight and a great learning . It is 8 on 10 . If every company follows it I think success will never be difficult for anyone . Thankyou .

[@RickKlau]

@Mike: We typically do a mid-quarter check-in where you assess how much progress you've made, ID any potential big misses, and ensure that you're more or less on track. Grades are officially captured/shared at the end of each quarter, and archived so that you can easily access past quarters if you want to.

[@shresthtoshniwal9315]

Here thanks to the Mosaic Fellowship job description! Awesome❤

[@mercanix_mot-r]

Excellent. Thanks. We've built almost all of this into our beacon software already (using different terminology unfortunately), without any inside knowledge about Google, so grading is a new insight. Now I know what needs to hit the burn-down list.;) Thanks again.

[@josephchacko]

Thank you very much for this video. Very helpful.

[@__fibo__]

Thanks for sharing. Great talk!

[@muraliramaswamy]

This talk has better bite and more actionable points than John Doerr's book. Great talk

[@RickKlau]

@Pete:
1) Yes, that sounds right to me.
2) OKRs just help you prioritize where you should spend your time. If that means you spend more time influencing other teams to ensure you hit your goals, so be it.
3) I didn't understand Zach's question that way. Individual/team/leadership OKRs should relate to each other, but there's not a 1:1 mapping. You'll see evidence of each in the other's OKRs, but not reflections.
Hope that helps.