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OKR INTRODUCTION

Blue Archer focuses on OKR introduction with active support through the OKR cycle.

The OKR (Objectives & Key Results) framework helps companies formulate and successfully implement important strategic goals. It is one of the most important management tools that combines top-down leadership with bottom-up engagement and experience.

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Rituals that have an integral part in everyday work needs. This only ensures a certain sustainability. The OKR framework provides for certain roles and regular dates. The OKR-Master is responsible for the entire process and supports the individual teams by coaching and training. He helps team members formulate their objectives and key results.

Blue Archer focuses on the values and principles of OKR.

Alignment:

  • In the long term, a company only achieves its main strategic goals if they are directly linked to the overarching vision & purpose.
     

Transparency:

  • A core component of the OKR implementation is the transparency of all objectives and key results throughout the company. It greatly strengthens cooperation and understanding among each other.
     

Focus:​

  • The great challenges of inspiring objectives are their implementation and making success measurable.
     

Commitment:​

  • ​The best objectives are formulated directly by the people who work on them daily.

  • Commitment is created when team goals are developed bottom-up.

  • At OKR, top-down and bottom-up input merge to a homogeneous whole.
     

Intrinsic motivation:

  • Intrinsic motivation arises when employees identify with the vision and values.

  • OKR is a solid foundation for this.
     

​Self-organization:

  • ​Self-organized teams need a high level of trust, cooperation, effective communication and clear distribution of tasks.

  • They need the ability to tackle objectives independently.
     

Continuous improvement:​

  • Retrospectives that take place at the end of each OCR cycle are an important tool to gather learning experience and derive measures and improvements to the next OCR cycle.

There are various approaches to introducing OKR in a company, and the choice often depends on the corporate culture, size, sector and objectives of the organisation. Therefore, the scope of an OKR implementation should be well considered.

OKR introduction in a structure:

  • The effectiveness of OKR is shown here because the teams achieve a common direction across the annual goal.

  • The scope does not have to be a complete area, but can be a sub-area, a branch, a department or similar.

 

OKR implementation with just one team:

  • It can also be started with just a single team to test its effectiveness in an organization.

  • Under certain circumstances, the scope of the OKR implementation may be too small to notice any real change.

 

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OKR Implementation in the whole company:

  • The implementation across the entire organization potentially generates an OKR system that is maximum in effectiveness.

Further considerations with advantages and challenges

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Top down:

  • Advantages: Clear alignment with corporate strategy, quick implementation.

  • Challenges: Possible lack of employee involvement and innovation potential.

Bottom up:

  • Pros: Promotes employee engagement, bottom-up innovation.

  • Challenges: Difficulty ensuring consistency and alignment, particularly in larger organizations.

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Pilot projects:

  • Pros: Lower risk, opportunity to gain experience, gradual scaling.

  • Challenges: Potential lack of comprehensive alignment if not well managed.

The added value of an OKR implementation can vary depending on the situation and the organisation's objectives. The decisive factor for success often lies in careful planning, training and continuous adaptation of the OKR system to the changing needs of the organisation. An introduction of OKR enables a focused implementation of the strategy.

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