Radical Focus - Achieving your most Important Goals with Objectives and Key Results by Christina Wodtke


Christina Wodtke

  Performance, Appraisals, Talent

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OKR Guidelines

~There should be a broad organisational OKR and then each team should set their own individual OKRs to support that.

~OKRs should be fixed into weekly team meetings. Discuss the results, problems and solutions around it.

~Never change your OKRs midway. Learn to own shortcomings and failure. Observe, adjust and try next time.


Common OKR Mistakes

1. Setting very short OKRs:

Organisations at the pre-product/market-fit stage should avoid using OKRs as the focus and requirements change frequently.

2. Setting too many objectives:

The aim is to maximize focus and achieve results. Try setting only one objective. The larger the organisation, the more high level the objective should be.

3. Setting a metric-driven Goal:

The objective should have character and personality. It should be able to offer sentimental value and a sense of accomplishment to employees once achieved.
















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Reasons we cannot get things done

1. No prioritization of our goals:
Since nothing is ranked, all goals are deemed important leading to a lack of efficiency and focus to complete each task.

2. Lack of obsession and comprehensive expression of the goal:
To achieve key goals, it is important to remind yourself about the goal daily. Be committed to it. 

3. No plan or layout to achieve goals:
Having ambitious goals is good. But without having a plan or a strategy to get there, it is pointless and a waste of effort. 

4. No time for the things that really matter:
A result of lack of prioritization. Focus on committing sufficient time to the things that really matter.

5. A tendency to give up
 Many organisations frequently give up on the first attempt, abandoning a goal if it is not achieved the first time. Wodtke suggests avoiding a lack of follow-through by trying again and iterating the goals constantly. 

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