How OKRs combined with the Gtmhub platform enable leadership to reap the rewards of the Hybrid Work Model while sidestepping the challenges.
We’re close to creating the dogma of being a “real” product team, only if the focus is on Outcomes.
It is definitely the human factor that has its fair stake in the success of OKR. If the team does not engage in the recurrent challenges of reaching short-term goals, OKRs will not create impact. But how do you foster commitment when agile behavior and exhausting sprints have not yet encroached on the corporate DNA?
Increased focus on what really drives your strategy forward, enhanced top to bottom alignment, and increased engagement from team members finally able to demonstrate their unique contribution to success, are all hallmarks of the OKRs framework. But, sadly, not every executive or every team within organizations are initially excited about implementing the methodology.
OKRs are about lighting a fire, not filling a to-do list with lots of tasks. If they don’t inspire you when you are creating them, how do you think other people within the organization are going to perceive them? Be honest with each other as a team and do not rush it.
How to keep all people aligned? Should Company X be implementing the new strategy initially only within the C-Suite or a focus group involving department leads is required? What kind of resources do you need to ensure a smooth strategy transformation: a professional coach, extensive training, what else?
If you’ve made the decision to implement OKRs in your organization, this article is for you. Maybe OKRs are new to you or perhaps you’ve tried implementing the methodology in your organization before with lackluster results. Either way, you want your team to succeed. Here are some tips to help your team adopt OKRs successfully.
OKRs are a proven system to enhance organizational efficiency and performance but for individuals, the matrix is more complex. Should OKRs be used to incentivize individuals? How can you do this effectively, and without compromising performance?
Every organisation we work with strives to perform better every day. They are on missions to change the world for the better, in their own unique ways. The people who work there are smart, and resourceful. But the world does not serve up any free meals. Read on to find out what makes a winning organisation.
Why engage Gtmhub? From my 1st day at Gtmhub, my personal objective has been to prove that it is possible to combine professional performance with personal happiness. For a long time, employees everywhere have sacrificed personal health, and happiness in favour of professional performance. This is no longer a requirement. Competitiveness, growth and long term
Approximately once per week someone asks us how do OKRs fit with agile product teams and do they even fit at all. There is a great article written by Felipe Castro that explores this particular problem and I cannot recommend it enough. Whereas Felipe looks at the matter in a holistic way, in this post I am going