{"id":7446,"date":"2022-05-10T19:23:30","date_gmt":"2022-05-10T17:23:30","guid":{"rendered":"https:\/\/lucianocastro.com\/?p=7446"},"modified":"2022-05-22T19:27:13","modified_gmt":"2022-05-22T17:27:13","slug":"getting-started-with-okr-beginners-guide","status":"publish","type":"post","link":"https:\/\/lucianocastro.com\/en\/getting-started-with-okr-beginners-guide\/","title":{"rendered":"Getting Started With OKR: Complete Beginner’s Guide"},"content":{"rendered":"

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Do Objectives and Key Results<\/em> arouse your curiosity? It doesn’t surprise me! More and more often, several people, linked to startups as well as established organizations, ask me how to get started with OKR.<\/p>\n

That’s why I decided to give them all the answers, creating this new guide: a practical tool to effectively approach the OKR methodology.<\/p>\n

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What, how, and why of the OKR method<\/h2>\n

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\u201cIs the OKR method difficult?\u201d<\/em>: Is one of the most frequently asked questions. I like to answer this question like this:<\/p>\n

\u201cObjective Key Results are simple, but not simplistic. The success of their implementation in your organization depends on the right mindset for OKRs<\/strong><\/em>\u201d.<\/p>\n

What do I mean? That OKRs are not a witchcraft remedy.<\/p>\n

Imagine starting a climb. If you think that taking a supplement is enough to boost your stamina, you won’t go very far. Conversely, if you train consistently, if you equip yourself with the necessary tools, if you have planned the stages, it is very likely that you will climb to the top.<\/p>\n

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\"iniziare<\/p>\n

Metaphorically, I mean that OKRs are not a substitute for corporate culture or enlightened leadership, but they enhance its benefits. No methodology can magically transform an organization<\/strong>: it takes time and clarity of purpose. In other words, we need a strong, shared, and open culture.<\/p>\n

And OKR’s performance begins with the seed of culture. What am I referring to? To some key concepts with which I recommend you start to familiarize yourself.<\/p>\n

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1.\u00a0 Getting started with OKRs: the improvement focus<\/h3>\n

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Focus is one of the superpowers of the OKR methodology. By applying it, you learn to keep track of goals worthy of attention. \u201cMeasure what matters\u201d<\/em> is the title of John Doerr’s OKR book and a perfect synthesis of their ultimate purpose: to measure what matters<\/strong>.<\/p>\n

Losing the focus on normal and routine activities risks getting us bogged down in lists of to-do and tasks. This is not what we want! The OKR manager wants the team to be focused on mission-oriented goals<\/strong> and performance aimed at improvement.<\/p>\n

To develop OKRs in the company, we must create a purpose and align the focus on achieving goals that are useful for the progress of the organization.<\/p>\n

For this reason, the culture of Objectives and Key Results<\/em> goes hand in hand with the concept of innovation. We must not stop at what we know (AS IS), we must push ourselves in a targeted and measurable way towards improving progress. Fearless<\/strong>. And here we come to the second point.<\/p>\n

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2.\u00a0 \u00a0 Zero fear: the best way to start with OKRs<\/h3>\n

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The word failure in the OKR philosophy is not scary. It seems like a paradox but it is really like that. Stretch is in fact another superpower that you will make yours. By setting ambitious goals and aiming for the Moon (Moonshot<\/em>), you will allow your organization to progress, but you will also take into account the possibility of failure. Does it scare you? Perhaps it will reassure you to know that this is a programmatic method, tested (successfully) in big companies. I have talked extensively about the OKR examples from Google, Linkedin, and Microsoft in my ebook \u201cOKR in 5 days<\/a>\u201d.<\/p>\n

I will briefly summarize the lessons that can be drawn from it:<\/p>\n