We’ve seen how well OKRs and CFRs can work when executed in a structured, scaled business. In “Measure What Matters” by John Doerr, the author deviates a bit and introduces a market disruption, a West Coast start-up that specializes in roboticized, artisanal pizza, Zume Pizza. This fascinating company illustrates how OKRs and CFRs can help develop better leaders and help to recognize and identify talent.
Regardless of the size, or life stage of your company, you can implement these protocols to instill discipline, engagement, and teamwork.
OKRs and CFRs as a Training Tool
The two systems working together create a great training tool for developing executives and management. OKRs instill discipline, especially in a young company. The cadence of quarterly objective setting, and the bottom-up planning aspect of OKRs forces greater reflection on corporate goals at every level. Frequent Check-Ins and Conversations improve communication skills, force managers and contributors to focus on the right objectives, identify performance issues early on, and course correct in real time.
In short, OKRs and CFRs help teach employees how to manage companies.
Zume Pizza launched a very complicated model involving a pizza manufacturing business, a logistics (delivery) company, and a robotics division all in a compressed time frame.
Along the way, OKRs and CFRs have proven to be a superb training vehicle for their future management and executive staffs. More discipline, better engagement, improved transparency, teamwork, and frequent conversations helped to create the culture at Zume.
Do you manage a company or teams (either as a CEO, a senior executive, a middle manager or even a front-line manager)? Do you set and track objectives? Does aligning employee performance to business goals matter, and are you responsible for driving results? If so, please check out a live demo of Atiim OKR & Goals Management Software and we’d love to hear what you think about it. Thank you!