The Goal Alignment Chart (an Org Chart for Goals)

The power behind Objectives and Key Results (OKRs) lies in their ability to align everyone to your top corporate goals.

When first implementing OKR goals, many executives wonder how company-wide alignment of objectives is achieved. Below we show how objectives can be aligned up and down or cross-functionally and how they can be inter-linked.

An Aligned Organizational Chart

OKRs cascade from the top or can contribute up as “bottom-up”. Please note that the overarching concept of cascading includes the process of alignment that is bi-directional which means much of it is “bottoms-up”. Aligning from below inversely implies that the bigger goals ultimately cascade down into the ones below which are meant to align and thus contribute up. This alignment is a result of the fact that bigger and higher-up goals are logically cascading down and have that logical alignment with the goals that are connected to them.

Also, it is critical be able to see a hierarchical visualization of your company-wide objectives. In fact, you should be making top company OKRs, department, team, and individual goals visible in a chart so that everyone at your company can have a clear line of sight into how their contributions are impacting team- or group- or department- or even corporate-level OKRs / objectives .  Here is how it looks like in Atiim OKR Pulse™.

The Goal Alignment Chart (an Org Chart for Goals)

Here’s an example of how the chart might play out:

  • Top Company Goal: 

    Launch new product successfully in Q1.

    • Content Marketing Team Goal: 

      Publish 10-blog post series leading up to launch of new product. 

      • Content Marketer Individual Goals: 

        Get 500 new blog subscribers by product launch. 

        Complete 2-3 interviews with product engineers to get quotes for a blog post.

        Write three 500-word blog posts to be submitted by Feb 15th

While these OKR examples are a bit limited in comparison to what yours might actually look like, they illustrate both the top-down and bottoms-up goal alignment you should be aiming for. Additional individuals could then add their goals to create a tree chart in which everyone’s goals are transparent, aligned, and relevant.

What else? How do you ensure goals are aligned in your company?

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!

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