Measure What Matters by John E. Doerr
My rating: 5 of 5 stars
OKRs – Objectives and key results. The value they bring are:
- Focus and Commit to Priorities
- Align and Connect for Teamwork
- Track for Accountability
- Stretch for Amazing
Warning – Goals may cause systematic problems in organisations due to narrowed focus, unethical behaviour, increased risk taking, decrease cooperation and decrease motivation.
| Management by objectives | Objectives and key results |
| “What” | “What” and “How” |
| Annual | Quarterly or monthly |
| Private and siloed | Public and transparent |
| Top-down | Top-down, bottom-up or sideways |
| Tied to compensation | Mostly divorced from compensation |
| Risk averse | Aggressive and aspirational |
Committed – something we intend to achieve 100%
Aspirational – where we are pushing ourselves, achieving > 70% is good
Paired results – quantitative and qualitative. Having just quantitative goes will result in a sacrifice in quality, as such both are needed. Results need to be very specific.
Performance in the OKR world – CFRs (Conversations, Feedback & Recognition)
| Annual Performance Management | Continuous Performance Management |
| Annual feedback | Continuous feedback |
| Tied to compensation | Decoupled from compensation |
| Directing/autocratic | Coaching/democratic |
| Outcome focused | Process focused |
| Weakness based | Strength based |
| Prone to bias | Fact driven |