Are you getting what you hoped for out of your OKRs? If not, what does that tell you about your organization?
OKRs are a like a trust meter. If trust is thin in the organization, you won’t see aspirational statements or multi-directional “cascading,” and you certainly won’t see innovative solutions and delighted customers.
Instead, your OKRs will be prescriptive, “S.M.A.R.T”, created by leaders and handed down to teams. Likewise, the resulting solutions will be predictable and easily dwarfed by your competitors.
OKRs are a great tool for product-centric organizations, but like most tools, they will not deliver the hoped-for results if you don’t also provide the required prerequisites.
So what will you do to increase trust in your organization?
If you feel that your teams are not trustworthy, what will you, as their leader (and the person who hired them), do to increase trustworthiness?
When your manager asks you to control the team, what will you say?
And when you get that tight feeling in your chest because “that’s not the way I would do it”, when everything in you is screaming to “just do it yourself”, how will you respond?
Inspiration article: https://jeffgothelf.com/blog/okr-leadership-requires-trust/?mc_cid=e4887294b9&mc_eid=70a35213a5
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