OFFICE HOUR - 2nd May - Top 3 tips for writing awesome OKRs

I'LL BE ONLINE TO ANSWER YOUR QUESTIONS AT 08:00 PST/16:00 UK TODAY.  Just post them in the comments, and I'll respond there.

 

Top 3 tips for writing awesome OKRs

 

For such a simple concept, there’s a lot to get to grips with when starting to work with OKRs.  They represent such a fundamental shift in the way in which goals are formed and worked with if you want to fully leverage their potential value; systems, routines, a framework, training, these all need to be worked out first.

 

So, is it right to think that writing them is the easy part?  Well, yes and no.  A well formed set of OKRs will help get you off to a strong start and help to set the standard for others when writing theirs.  Here are my 3 top tips to help you overcome challenges you might face when writing your OKRs:

 

Know your Key Results

There are three types of KR and it’s important to know which one is right for what you’re trying to achieve. 

 

The first (and the best) is a lagging measure.  This metric measures the impact of work that has already been done.  It’s the best type of KR as it is a clear measurement of the value created, not actions completed.  Value is in the eye of the beholder, though, so it’s important to agree on the value measure when you are forming the Objective.  

 

The second is a leading measure. This is also a metric, but instead of it being a measurement of value, it provides an indication that you are on the right track.

 

The third is a milestone measure.  This is your fallback when you don’t have data available, so can’t use a metric.  It helps you to avoid a binary “yes/no” KR, which is useless when it comes to transparently scoring and reporting progress.

 

Don’t daisy chain

This is where a KR of a “parent” OKR is used as the Objective of the ‘child’ OKR, which aligns with it.  This might seem like a good idea when it comes to aligning your OKRs, but, in my view, this is a big mistake for a number of reasons:

1 - It removes the opportunity (and so disempowers) those working at the next level to form creative solutions to solve the challenges set by the OKRs they are aligning into.

2 - It causes confusion as objectives start to feature metrics, so then what’s the difference between an O and a KR?

3 - You could end up with a single objective supported by nothing but key results

 

Mind your blind spot

If all you do is just write an Objective statement that is two or three words long, you’re missing a trick, and this is a mistake I see leadership teams make often.  Brevity is often tempting, as the belief is “it will do” and that we (ie. Leadership) understand it, but this is a blind spot for them.  But what about the wider audience?  The best Objective statements are the ones which instil a sense of motivation in the reader so they can say “I get that and I want in!”

 

So I hope you find these helpful.  If you have any more questions about writing OKRs, just put them in the comments below, and I’ll do my best to help you out.

 

Best of luck in all things OKR 🙂