The biggest concern among organizations in today’s times is strategy execution. Leaders adopt and implement the OKR framework for better strategy execution within their organizations. The power of OKRs transforms strategy into a set of culture-driven practices and execution processes. You must streamline the planning phase of objectives and key results by establishing strict guidelines. Your OKR program must have clear-cut guidelines on handling the project and the time taken by each of the phases of the project. Employees in your organization should make it a point to keep things on track.
Simply put, they should be clear on how to track their progress on their OKRs throughout the quarter. As you set up an OKR program, ensure to define the different check-ins, also known as progress reviews. You, of course, want progress reviews to happen and focus on what is essential. Focus on if the connectivity is robust and if the network of teams is online and communicating.
Break down your organization’s vision and mission to what you should accomplish this year. Once you have set your annual goals, break them down to quarterly goals. Further, break those quarterly goals into key results (KRs). KRs are the day-to-day activities, and you can have more or less of those to achieve the set objective. As cascading and aligning becomes a strategic habit, key results at the executive level pass on to the next-level leaders and become their key results. Cascading happens from the executive level to that of the individual contributor.
Remember, translating strategy into action may take a week, using the power of objectives and key results. It may even take up to 15 days, but it is not a long troublesome process. As we already have what we need, we must place it correctly.