Predefine items differently - based on user's credentials
Hi all, I have provocative idea coming through my mind during these days. Every time when you select hierarchy icon ("Add child item") on some of the items (Objective, Key Result, Initiative), new creation dialogue is predefined with data from origin item. I can imagine it should be more helpful and intuitive to respect the user who is creating new item instead. So if I select an item I wanna contribute to (OKR), it will be most probably me who will be an Owner, to be Check-in owner and my Team to be pre-set on new item, isn't it? By default now all these three are set same as they're on the item I clicked on "Add child item" upon. My thinking process is, that first I select OKR I want to contribute to and then I create my own one. With current approach I start with "+ Objective" (new Objective) and with alignment I have to search for relevant OKR. It's easy if there are few OKRS and somewhere around (Company, level above, team), but with more OKRs respectively with cross-functional contribution it's more and more tricky as the dialog for "Alignment" is as it is. Or ... if I use "Add new item", I have to change all three fields shown above. Would be great to have an option per user to switch from current to mentioned above, as I can expect not everyone has the same thinking process or procedure to build the OKR structure in Viva Goals. Is that feasible, do you think? Share your thoughts, comments? Did I miss something while adopting Viva Goals for our company? đOFFICE 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, thereâs 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 itâs important to know which one is right for what youâre trying to achieve. The first (and the best) is a lagging measure. This metric measures the impact of work that has already been done. Itâs 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 itâs 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 donât have data available, so canât use a metric. It helps you to avoid a binary âyes/noâ KR, which is useless when it comes to transparently scoring and reporting progress. Donât daisy chain This is where a KR of a âparentâ OKR is used as the Objective of the âchildâ 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 whatâs 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, youâre missing a trick, and this is a mistake I see leadership teams make often. Brevity is often tempting, as the belief is âit will doâ 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 âI get that and I want in!â So I hope you find these helpful. If you have any more questions about writing OKRs, just put them in the comments below, and Iâll do my best to help you out. Best of luck in all things OKR đ
