OKRs (Objectives and Key Results) are a powerful tool for increasing organisational learning, with Google being a prime example of their successful application. OKRs are all about setting ambitious objectives and measurable key results, fostering a culture of learning rather than a fear of failure. They encourage experimentation, with failure seen as an opportunity for learning and growth.
OKRs should be challenging and inspiring, pushing teams to strive for excellence. They should be public, promoting transparency and collaboration within the organisation. Importantly, OKRs should be graded, not just to measure success, but to identify areas for improvement and learning.
The application of OKRs should be a company-wide initiative, with top management leading by example. They should be set quarterly and annually, with quarterly OKRs providing flexibility and responsiveness to change. OKRs should be connected to the company’s mission and vision, ensuring alignment and direction.
The use of OKRs requires a shift in mindset, moving away from a fear of failure towards a culture of learning. This shift is crucial for fostering innovation and continuous improvement. By embracing OKRs, organisations can foster a learning culture, driving performance and success.
Go to source article: https://medium.com/@cwodtke/using-okrs-to-increase-organizational-learning-9fc0742f0262