How Top CEO’s Use OKR Software to Accelerate

There are times in the life of every organization when the CEO needs to mobilize the workforce, to get everyone focused, pulling in the same direction, working together collaboratively, executing flawlessly. Perhaps it’s a race to be first to market with a new product, service, or solution; or to address a major competitive challenge; to attract capital or to position the company for sale.

Whatever the situation, top CEOs know that the features and benefits of OKRs (Objectives and Key Results) coupled with a robust, dedicated OKR Software platform can accomplish their Objectives better than other methodologies.

In his New York Times bestseller, “Measure What Matters,” author John Doerr relates a compelling story of how Intel regained its rightful share of the microprocessor market through a masterfully orchestrated OKR execution.

Read on to learn how the OKR protocol serves CEOs in times when they need to Accelerate.

The Four Superpowers of OKRs and the Platform that Supports Them

Doerr talks about the Four Superpowers of OKRs in his book:

  1. Focus and Commitment
  2. Alignment and Connectivity
  3. Track for Accountability
  4. Stretch for Amazing

In Acceleration mode, CEOs know the primary Objective. They are committed to addressing the situation as expediently as possible, (a major requirement in an OKR environment is management commitment).

What’s required of OKRs is the process to disseminate the information accurately and as timely as possible to the entire organization. And, to ensure each team and individual knows what is required of them to help realize the goal. Aggressive, written goals, broadly communicated and tracked regularly, motivate the workforce, create employee engagement and produce better results.

In Doerr’s Intel example, Operation Crush, the Objectives were cascaded down through the organization. The beauty of OKR Software is the ability to cascade Objectives and KRs down through the organization, but also accept bottom-up goal contributions from individuals. This cascading and bottom-up planning fosters a greater level of commitment to an individual’s goals and further motivates the employee.

The visibility available through a dedicated OKR dashboard helps to identify areas where cross-functional collaboration and teamwork is required between departments. Goals from every individual, team, and department, all the way up to the CEO’s Objectives are visible to all employees keeping everyone aligned and focused on the Objective.

How CFRs; Conversations, Feedback, and Recognition – Bring OKRs to Life

Frequent Check-Ins are triggered through automated OKR Software prompts for continuous updates. Customized charts illustrate progress toward the Key Results. Conversations between managers and contributors are bi-directional allowing employees to identify obstacles and roadblocks. Managers then can address these obstacles or develop mid-course corrections to get progress back on course.

Stretch Goals to Accelerate Results

Although OKRs work very well for normal, what Google refers to as “committed” goals, such as sales quotas, they really accelerate performance when leadership identifies a major stretch Objective. Jim Collins in “Good to Great” referred to these as BHAG goals, “big hairy audacious goals.”

These stretch goals, or moonshots, create energy and excitement in the workforce. Studies show that although organizations achieve these moonshots far less often than committed goals, the level of absolute performance is consistently much higher. Google better than any other organization specializes in stretch goals, seeking what they refer to as 10X results. As stated by Larry Page, “If you set a crazy, ambitious goal and miss it, you will still achieve something remarkable.

We hope you found this article informative as to how to energize and mobilize your teams through the OKR methodology and OKR Software.

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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