An OKR culture is an accountable culture. It encourages the kind of big, bold bets that can transform an organization.” —John Chambers, executive chairman of Cisco We hire smart people so they can tell us what to do.”. Written by one of Silicon Valleys most prominent investors. Startups need to be pulling in the same direction, scaling organizations need a shared language for execution, and larger organizations need to improve alignment. Nor can they be imposed from on high without regard to realities on the ground. The fourth bit is ongoing, self-driven insight. By making everyone’s goals transparent—from the CEO to the front-line staff—OKRs help people to understand their inter-dependencies and see how their work serves a wider purpose, to promote teamwork, work satisfaction and alignment. The combination of accountability and transparency drives engagement because team members can quickly see how their work contributes to the company’s success. OKRs are powerful, but they’re not a magic bullet. I don’t believe the author has endorsed any specific tool. Employees are constantly surrounded by positive reinforcement and feedback. In Measure What Matters: How Google, Bono, and the Gates Foundation Rock the World with OKRs, John Doerr offers a compelling answer. OKRs can be applied in any organization from startups to non-profit organizations and established corporations. He is the author of Measure What Matters, a book about OKRs that led Google & Intel to massive success. OKRs are dynamic tools, not static numbers. And because they are open and transparent, everyone can monitor their progress. When done right, they help teams avoid fuzzy thinking and improve clarity of purpose. That’s because you need continuous performance management to surface the critical questions: Was the goal harder to achieve than you’d thought when you set it? Measure what matters summary Measure What Matters by John Doerr is a guide to introducing and using Objectives and Key Results (OKRs) in organizations, interspersed with interviews with successful people who have used OKRs to great effect. Third, they have a semiannual professional development conversation. The approach applies to teams of all sizes. On average, they swallow 7.5 hours of manager time for each direct report. Measure What Matters is venture capitalist John Doerr’s guide to implementing the “OKR management system,” a goal-setting process he adapted from one used at Intel. They involve: CFRs ignite OKRs and then boost them into orbit; they’re a complete delivery system for measuring what matters. By definition, objectives are significant, concrete, action-oriented, and (ideally) inspirational. Book Summary – Measure What Matters: How Google, Bono And The Gates Foundation Rock The World With OKRs, Click here to download the Measure What Matters summary & infographic. “Measure What Matters” explains how “OKRs” can help organizations thrive. Subscribe on YouTube and turn on notifications. Unlike traditional, frozen, “set them and forget them” business goals, OKRs are living, breathing organisms. SUMMARY. Our Business Book Club read this and met about it in October 2018. They’re a set of stringently curated goals that merit special attention from teams and individual contributors. Doerr uses various examples and interviews with leaders to explain the value and potential of OKRs so you can use that as a starting point to tailor OKRs for your organization. Like “For anyone striving for high performance in the workplace, goals are very necessary things.” ― John Doerr, Measure What Matters. OKRs force leaders to decide on and commit to what matters most. And growing numbers of job seekers and career builders are making the right cultural fit their top criterion. Full title: Measure What Matters: How Google, Bono, and the Gates Foundation Rock the World with OKRs . With a foreword by Larry Page, and contributions from Bono and Bill Gates. For the full details and examples, do get a copy of the book, or get a detailed overview with our complete book summary bundle. This was a great summary. ― John Doerr, Measure What Matters: How Google, Bono, and the Gates Foundation Rock the World with OKRs. As a result, even the most junior staff can instantly view everyone’s individual OKRs. It’s up to the leaders of an organization to figure out the right goals and approach for their teams. New employees have completed the onboarding & training process. Building on a career-long legacy of sharing the power of OKRs with established and emerging leaders alike, Measure What Matters includes a broad range of first-person accounts that demonstrate the focus, ambition, and explosive growth that OKRs have spurred at so many great organizations. His secret: the really good execution of OKRs. KEY RESULTS benchmark and monitor how the objective is achieved. Digest these powerful tips in minutes with our summary & infographic! Reviewed in the United States on November 21, 2019 . Shut up and eat your french fries: Asking Effective Questions Ed Kless. You can also subscribe to The Rick Kettner YouTube Channel or The Rick Kettner Podcast to get updates about future book summaries and reading lists. However, since there are no fixed steps or rules for OKRs, this is not a how-to book. * Note, OKR tools were not mentioned by name in the book. The first half of the book is about OKRs themselves. Find out how to measure what matters and use OKRs to deliver great results! Do get a copy of the book for the full details, get our Measure What Matters summary bundle for an overview of the various ideas and tips, or check out more resources/details at whatmatters.com. In Measure What Matters, Doerr describes how goals enable individual employees to feel more engaged with their work. They help you to know within each month or quarter if you’re ontrack toward your objective. In a nutshell: • An objective is what you’re trying to achieve. Most important of all, top-line objectives must be significant. The approach promotes focus, alignment, accountability, and ambition through clearly defined objectives and measurable key results. Only 6 percent think it’s worth the time it takes. To deliver results, OKRs must work hand-in-hand with great leadership and a strong culture. In our complete 12-page summary we’ll explain more about the symbiotic relationship between OKRs and (i) continuous performance management (using “CFRs” or conversations, feedback and recognition) as well as (ii) organizational culture. Effective KRs are specific and time-bound, aggressive yet realistic. They can be tracked, revised, or adapted as needed. Measure What Matters—How Google, Bono, and the Gates Foundation Rock the World with OKRs A book by John Doerr. With the help of OKRs, companies like Google and nonprofits like the Gates Foundation have been able to transform the way they set goals to reach new heights. Yet only 12 percent of HR leaders deem the process “highly effective” in driving business value. Objectives don’t have to be cascaded down the organization in lockstep. No individual or company can do it all. It is the direction. The first is a set of monthly one-on-one conversations between employees and their managers about how things are going. Innovation is essential for organizational success. The OKR system is used at LinkedIn, Disney, and Twitter, among countless other companies. One Paragraph Summary In his book Measure What Matters, John Doerr teaches us everything we need to know about OKRs—Objectives and Key Results.OKRs will allow you to track and align your goals within your business, small or large. Summary of Measure What Matters by John Doerr. Home > Book Summary – Measure What Matters: How Google, Bono And The Gates Foundation Rock The World With OKRs. This is my summary of Measure What Matters by John Doerr. With that in mind, let’s explore the four superpowers of OKRs: focus, align, track, and stretch. Measure What Matters is about using Objectives and Key Results (OKRs), a revolutionary approach to goal-setting, to make tough choices in business. All employees have scored their Q3 OKRs within the first week of Q4. He serves on the board of the O… In short, we need a new HR model for the new world of work. Measure What Matters shows you how to use the OKR management system to identify your priorities, set ambitious goals, clearly measure and track them, and motivate and align everyone on your team. What were you able to do—and what weren’t you able to do?”. “ Measure What Matters is a gift to every leader or entrepreneur who wants a more transparent, accountable, and effective team. Employee commitment is essential, so leaders must convey the importance of the outcome and believe that it’s attainable. In each case, OKRs can help. Because OKRs reflect a person’s most meaningful work, they’re a source of reliable feedback for the next cycle. The second is a quarterly review of progress against OKRs. And this helps to unlock their creativity and autonomy, which drives engagement and superior results. OKRs amount to a third or less of performance ratings at Google, according to Laszlo Bock. The approach applies to teams of all sizes. Are you looking for another great book? OKRs don’t require daily tracking, but regular (often weekly) check-ins are essential to prevent slippage. Great ideas are useless if you can’t execute them. 3BOOK SUMMARY 1. 5 min read. “There are single OKR lines on which you can spend an hour and a half thinking, to make sure we are focused on doing something better for the user.”. The OKRs system is built on four superpowers. Quarterly goals establish and reestablish the areas where feedback and recognition are most valued. It typically involves a timeframe of at least 1 year. PLEASE NOTE: This is a collection of summaries, analyse They sit down and say, “What did you set out to accomplish this quarter? Consider checking out the best leadership books, the best management books, or the best entrepreneur books. Objectives p o int us in the direction we … Save my name, email, and website in this browser for the next time I comment. Read more. Each objective is scored by averaging the percentage completion rates of its associated key results. Measure What Matters by John Doerr helped me realize that maybe I don’t know what my goals are, and maybe I’m not ready for an intense OKR process just yet. Google is careful to segregate OKR scores from compensation decisions. Good KRs are specific, measurable, challenging and time-bound. Measure What Matters shows how any organization or team can aim high, move fast, and excel.” —Sheryl Sandberg, Facebook COO and founder of LeanIn.org and OptionB.org We share more perspectives and examples on setting stretch goals in our full book summary. Measure What Matters Book Summary: An amazing book on management, operations and setting and reaching goals. It’s not a substitute for reading the book because the original text provides a much richer learning experience. Let’s see how this can be achieved! by ZIP Reads available from Rakuten Kobo. Part 2 of the book (chapters 15 to 21), explores how continuous performance management and culture complement OKRs to drive high performance. In his 2018 book, Measure What Matters, John Doerr—an early investor in Google—details how OKRs have helped some of the most innovative people and companies focus, scale, and thrive. In this summary Measure What Matters is about using Objectives and Key Results (OKRs), a revolutionary approach to goal-setting, to make tough choices in business. All employees have completed the performance review/feedback process. The revolutionary movement behind the explosive growth of Intel, Google, Amazon and Uber. An optimal OKR system frees teams and contributors to set at least some of their own objectives and most or all of their key results. The first is focusing on the handful of initiatives that can … 1 paragraph summary: Must … “The single greatest motivator is ‘making progress in one’s work.’ The days that people make progress are the days they feel most motivated and engaged.”. leaders of an organization to figure out the right goals and approach for their teams One person found this helpful. I added them to the summary as examples of services that are available today. He also reinforces the importance of having the right culture and the need for … Progress is reported, obstacles are identified, and key results are refined. If you want to fill a jar with rocks, pebbles and sand, the best way is to start with the rocks, followed by the pebbles and sand, so the latter can fill in the empty spaces between the rocks. Employees talk about their career trajectory—where they’ve been, where they are, where they want to go. Their approach consists of four elements. An OBJECTIVE is simply what is to be achieved. They’re the Monday videotape postmortems, the midweek intrasquad meetings, the pre-play huddles—and the end-zone celebrations for jobs well done. “It’s always possible, even with a goal-setting system, to get the goals wrong… Maybe the market does something crazy, or a client leaves their job and suddenly you have to rebuild from scratch. Report abuse. For example, Google uses a scale of 0 to 1.0: These color-coded scores help pinpoint what is on track and what is falling behind, so teams can adjust priorities accordingly. A great example of implementing continuous performance management comes from Pact, the Washington, D.C.-based international trade and development nonprofit. Read "SUMMARY BUNDLE | Measure What Matters The Power of Data to Grow Your Business | Includes Summary of Measure What Matters, Summary of Loonshots, Summary of This Is Marketing, Plus TWO BONUS BOOKS!" Effective KRs are specific and time-bound, aggressive yet … This open approach makes it easy for teams to identify how they can contribute to the mission. When stretch goals are chosen wisely, the payoff can be significant. KEY RESULTS benchmark and monitor HOW we get to the objective. They provide a structured way for teams and individuals to set and achieve their goals. An effective goal-setting system starts with disciplined thinking at the top. Just as quarterly OKRs have rendered annual goals obsolete, we need an equivalent tool to revolutionize outdated performance management systems. Measure What Matters unveils lots of new content on OKR starting with tales from its origins with Andy Grove at Intel. Objectives and key results (OKRs) help to create clarity, focus, accountability, alignment and momentum to deliver real results. A lack of alignment is the #1 obstacle between strategy and execution. tags: goal-setting. By standing firmly behind a few top-line OKRs, leaders give their teams a compass and a baseline for assessment. Posted by Cam Woodsum. “Measure What Matters” is available from Amazon, Audible, and Apple Books. And they link diverse operations, lending purpose and unity to the entire organization. For example, a business objective might be to “create a healthy and productive work environment as we scale to 150+ employees,” as measured by the following KRs: OKRs surface your primary goals. How to craft them and track them over time. OKRs are custom-built for peer-to-peer recognition. They call it objectives and key results, or OKRs for short. But when goals are used and abused to set compensation, employees can be counted on to sandbag. Through OKRs, companies can align their teams towards common goals, propelling the company to success. Management sets them at the company level, and employees set them at the departmental level. The modern alternative to annual reviews is continuous performance management using CFRs. The essence of a healthy OKR culture is ruthless intellectual honesty, a disregard for self-interest, and deep allegiance to the team. An Objective is a concrete, action-oriented thing that needs to be achieved; Key Results are the specific, measurable and verifiable steps that will meet the objective. For 2019, his net worth increased up to $7.7 billion, being the 215th in the Billionaires 2019 list. CFRs embody all the interactions that tie the team together from one game to the next. They can originate from any tier in the organization. This powerful system is about to transform everything you know about productivity. You try to keep all of that in consideration.”. This in turn requires that people stretch beyond existing limits and solutions. And in “Measure What Matters,” legendary venture capitalist John Doerr explains how you too can use OKRs to transform your organization. You do it because every OKR is transparently important to the company, and to the colleagues who count on you. There are no judgments, only learnings. In the book / our complete summary, we explain the 3 phases for OKR-tracking and tips for each phase. Margaret L. 5.0 out of 5 stars Simple And Concise Summary. Copyright © 2018-2021 - RickKettner.com - Privacy Policy - Terms Of Use, Marketing Made Simple Book Summary & Review, Zero To One by Peter Thiel Book Summary & Review. 1 likes. If you’re interested in using OKRs in your organization, it’s time to pick up a copy of the book. Like OKRs, CFRs champion transparency, accountability, empowerment, and teamwork at all levels of the organization. Here’s a football analogy: Let’s say objectives are the goalposts, the targets you’re aiming for, and key results are the incremental yard markers for getting there. Alignment means that everyone’s efforts are directed toward the same vision and objectives. The summary of Measure What Matters is a great read for anyone, whether they participate in the area of business, education, or any other field. So it’s critical to keep the total number of objectives small. Marketing3 0 p_kotler_nov2010 Ignasi Martín Morales. In the book / our complete 12-page summary, we share specific examples of how OKRs are cascaded and connected in an organization and what to look out for. By definition, they are challenging to achieve. And when each of the key results has been completed, the objective will have been achieved. In his 2018 book, Measure What Matters, John Doerr—an early investor in Google—details how OKRs have helped some of the most innovative people and companies focus, scale, and thrive. Measure What Matters explores a management system based on Objectives and Key Results (or OKRs for short). “John Doerr has taught a generation of entrepreneurs and philanthropists that execution is everything. Here’s a quick overview of the 4 key success factors that allow OKRs to translate ideas into results. Was it the right goal in the first place? For specific tips and examples for each of these components, do get a copy of our full 12-page summary for more details or get the full mojo from the Measure What Matters book. With this in mind, Google divides its OKRs into two categories: committed goals and aspirational (or “stretch”) goals. Committed goals are tied to critical projects: product releases, bookings, hiring, and more. Ready to learn the most important takeaways from Measure What Matters in less than two minutes? Get content updates by following on social media. Building on a career-long legacy of sharing the power of OKRs with established and emerging leaders alike, Measure What Matters includes a broad range of first-person accounts that demonstrate the focus, ambition, and explosive growth that OKRs have spurred at so many great organizations. “Setting specific challenging goals is also a means of enhancing task interest and of helping people to discover the pleasurable aspects of an activity.”. Instead, teams and individual contributors can define their OKRs based on having a clear picture of what the organization is trying to achieve. Employees can derive more meaning from their work when they can clearly see how their tasks directly contribute to the company’s strategic goals. Measure what matters (to customers) Ed Kless GN-27 Tuesday, July 28th, 4:30pm to 5:15pm @edkless Recommended Marketing 3.0 summary 2 Greg Zerovnik. Leaders must invest time and energy to choose the things that matter most. Notes and discussion topics from our book club about Measure What Matters. In general, they are expected to be achieved in full. They provide a yardstick to measure and track your progress. Likewise, to maximize results, you must focus on your top priorities first. It also includes first-person stories from the CEOs of Google and YouTube and the playbook that Google uses to train its employees. Measure What Matters (2018) chronicles John Doerr’s lifelong journey of helping organizations implement objectives and key results – otherwise known as OKRs. An objective will typically include three to five key results. You can find all my book summaries — here. They channel effort and coordination. Cloud-based OKR tools like Lattice, Ally, and Koan* enable company-wide transparency. For best results, OKRs are scrutinized several times per quarter by contributors and their managers. OKRs stand for Objectives and Key Results. Click here for more resources and free tips. Click here to download the Measure What Matters summary & infographic Click here to order the book online Click here for more resources and free tips! Besides the highlights in our summary, the book includes many other examples and interviews with leaders to give you a range of perspectives on the potential challenges and results from OKRs. Leaders of large companies are turning to OKRs and CFRs as tools for culture change. Is it motivating? Transparent OKRs make it natural for coworkers to celebrate big wins and smaller triumphs alike. Measure What Matters Summary- Four Minute Books This Measure What Matters Summary will help you reach a new level of productivity and goal-achievement by … In each case, OKRs can help. In the book / full summary we’ll take a closer look at leaders’ responsibilities, and what to look out for when setting your OKRs in yearly and quarterly cycles. • Key results (KRs) are how you’ll achieve the objective. Annual performance reviews are costly, exhausting, and mostly futile. An average failure rate of 40% is part of the territory. Successful organizations focus on the handful of initiatives that can make a real difference, deferring less urgent ones. (I presented my synopsis of this book at the July First Friday Book Synopsis in Dallas). It’s our stake in the ground; it’s what makes meaning of work. John Doerr is an American investor and venture capitalist at Kleiner Perkins. By tracking and reviewing OKRs regularly, people know exactly where they stand, what areas must be addressed, and are held accountable for results. Objectives & Key Results (OKRs) An objective is WHAT is to be achieved – significant, concrete, action-oriented, and (ideally) inspirational. By aligning teams to work toward a handful of common objectives, then uniting them through lightweight, goal-oriented communications, OKRs and CFRs create transparency and accountability, the tent poles for sustained high performance. This summary of Measure What Matters is just a preview of how to establish focus, alignment, and transparency in your business. Mr. Doerr is a man of substantial wealth, and knowledge. You don’t push toward a goal just because the boss gave you an order. A sound objective should be meaningful and inspiring. Successful businesses like Google, Disney, Dropbox, LinkedIn, Slack, Spotify, and Twitter use this approach. In fact, their OKR numbers are wiped from the system after each cycle! Measure What Matters Book Summary (PDF) by John Doerr. Helpful. Conservative goals kill innovation, so teams must be free to set some ambitious objectives. Keep reading! Culture, as the saying goes, eats strategy for breakfast. In this book summary of Measure What Matters by John Doerr, we’ll outline how OKRs deliver results and the ingredients needed for successful OKR application. Most of all, they are measurable and verifiable, so it’s clear whether or not a given result is complete. They take a backseat to feedback from cross-functional teams, and most of all, to context. It covers only part 1 of the book (chapters 1 to 14), which presents the concept of OKRs in detail. Only Doerr could deliver this breadth of content, and he does it brilliantly. To increase the odds of success, stretch goals must not seem like a long march to nowhere. Measuring what matters begins with the question: What is most important for the next three (or six, or twelve) months? Natura SOU trabalho marketing digital Isadora Wayand. This requires the goals to be written down and shared freely. If your OKRs are well-defined, you’d have achieved your objective when you’ve achieved all your KRs. OKRs deliver all the factors above—focus and commitment, transparency and alignment, tracking and adjustment—so people can stretch to deliver breakthrough innovations. If you’re looking to understand how groups of people can achieve huge goals, or how to align your company. “We don’t hire smart people to tell them what to do. Startups need to be pulling in the same direction, scaling organizations need a shared language for execution, and larger organizations need to improve alignment. Trabalho marketing-midia digital Ciro Viana. If you start with the sand and pebbles, you’ll have no space left for the rocks. Measure What Matters: How Google, Bono, and the Gates Foundation Rock the World with OKRs teaches organizations and individuals how to implement a similar process by a different name. Measure What Matters shows how to implement the OKR system—Objectives and Key Results—for any team or organization. Aspirational goals reflect bigger-picture, higher-risk, more future-tilting ideas. 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