OKR Blog
No one likes being told what to do. Yet so often in business, that's exactly what we do. We talk to people in terms of what we’d like them to do. The problem is this drives a compliance mindset and a lack of ownership from the people who are taking on the work. There is a simple way around this that so many failed to use. It's called the problem
Having worked with many clients across multiple industries, one of the big things I see teams struggle with is how best to slice stories. Effectively sliced stories improve story flow, increase value delivered, reduce rework, remove the assumed scope, and increase predictability. Many of these benefits come from the team collaboratively working together on customer-focused stories which deliver tangible business value.Getting this right is tough, with teams often splitting stories
Intuitively, you know it’s the right move. Aligning the entire business on specific key measurable outcomes delivers outsized return on the metrics you value most. Each team’s radical ownership of the outcomes flips them into a mode of constant value delivery. This mindset is what drives the value within some of the world’s largest organisations such as Intel, Google, LinkedIn, and many others. Unfortunately, while the decision is clearly logical,
Coordinating work between teams is hard. We’ve all been there. We’re working towards a key priority for the business. To achieve it, we need multiple teams to work towards the same outcome. Sure, OKRs can help identify what teams are working on the OKR, but how do they actually coordinate their efforts.This is where the Scrum of Scrums ceremony comes in. It’s a forum we like to hold weekly or
Working together to achieve what matters most should be a priority for everyone right? Without alignment that's quite often not the case. Teams end up solving problems in isolation or are reliant on other teams to make progress and end up waiting endlessly.This challenge is a common reason why organisations turn to OKR. Particularly as they scale and the work becomes more complex. The problem is that OKR does not
We all know how important it is to foster the right culture at work. No doubt you've heard a lot of people talking about the need to set meaningful Values and Principles. But what does this actually mean? No doubt you've been looking around for a clear answer and landed here hoping to find an answer! Well we have you covered. Here's a simple comparison of the difference between Company
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