OKRs – the Secret Superpower of the High Performing Teams
Bogoy Bogdanov, Agile Coach
01.06.2020
Poll!How does your Team set Goals?
BogyDobrich
Bogoy – Agile Dude• Agile Coach
• 9+ y. experience with Agile
• Agile Coaching & Consulting
• Trainings, Teaching and Lecturing
• Conferences
• Technical Background
• Computer Science Bachelor
• Master degree on E-business
The Ultimate Challenge:Growing in the VUCA World(Volatile, Uncertain, Complex and Ambiguous)
Tough times don't last, tough Teams do
More Velocity!
45 – 64%of the Delivered Features
are NEVER used
Jimmy Johnson Standish Group
400% More Garbage?
Agile promises aHigh Performing Team
Reality
• 15% Can identify the organization's most important Goals and Top Priorities
• 19% Say they are passionate about the goals.
• 49% Time spent on the Goals
• 51% Do not understand what they are supposed to do to help the
organization achieve its goals
The Harris Poll Group
The Execution Gap
“Why don’t you leave me alone and let me write code?”
The High Performing Team
1) A Team that delivers products that matter in the real, volatile, uncertain, complex, and ambiguous world.
2) A Team where every single individual finds meaning to his or her (work) life and knows they matter.
The Magic ofOKRs
The Father of the OKRs
Andy Grove, CEO of Intel
OKRs were first used in Intel in early 1970s.
1 OKR = 1 Goal
Objective
Key Results
Objective:Where do I need to go?
• Significant in terms of value
• Concrete, easy to understand
• Action - Oriented
• Inspirational
• Time-bound (usually a quarter)
• Vague in terms of “How to do it?”
Key Results:How would I know if I got there?
• Specific Outcomes, not tasks
• Measurable
• Time-bound (usually a quarter)
• Aggressive – hard to achieve
• Realistic – you can achieve them
• Verifiable
• 2 – 5 for an Objective - less is more
“Do the Key Results describe what success looks like?”
OKR Example
Objective:
Our product is the best on the market
Key Results:
1. Our product ranks first on the marketplace in its category
2. Our product has 30% better performance, compared to the 3 top competitors
3. The user’s satisfaction rates have increased by 60%
4. The number of unique users that use our product daily has grown by 80%
5. The number of user’s complaints has decreased by 70%
Poll!What does your Team commit to?
7
6
5
4
3
2
1
Planning
Product Backlog
Sprint Backlog
Scrum Framework Overview
Sprint Implementation
PO SMDev Team
Scrum Team
Sprint Goal
Commitment?
Daily
Working Increment
Review
Retrospective
Scrum with OKRs
• Define the Sprint Goal as an OKR
• Power the Product Roadmap with OKRs
• Team Growth with OKRs – embed OKRs in your
Retrospectives
OKRs
Product VisionOKR OKR OKR OKR OKR OKR
timeline
Product Roadmap with OKRs
Value
OKR-System’s Nested Goal Setting and Tracking Cycles
Set & Adjust the OKR-based
Product Roadmap(every Quarter)
Inspect, Adapt and TrackObjectives
every month Value
Inspect, Adapt and Track
Key Results every Review Value
The Two Buckets
OKR
The Outcome
you want to achieve Features
Things you’re
going to do
Team’s OKRs for Growth
Define and Adjust
Team OKRs
Sprint Implementation
Team Retrospective
Track Team’s OKRs
Team OKR Example
Objective:
We are a team of cross-functional specialists.
Key Results:
1. For any given task, there are at least three people who can do it
2. All team members score above 80% of team’s skills assessment
3. Team holds one 1-hour internal training session every Sprint
Advice for Success
Define only 1 OKR
per team per Quarter
OKR Tools• Sprints OKR Template
• Product OKR Roadmap Template
• Team Growth with OKR Template
Source:
https://www.agilepool.com/future-and-past-events-materials-and-shared-
resources/
Advice for Success
Visualization is key!
Print your OKRs and place them somewhere where you can see them everyday.
Use the OKRs as a screen saver on your phone or computer ☺
Grading Objectives is Simple
1. Score each Key Result on a scale 0 to 1.
• “0.0” means Failure
• “1.0” means Completely Achieved
2. The average score of all Key Results is the final score of
the Objective
Committed vs Aspirational OKRs
Aspirational OKRs
• Aspirational OKRs are how we’d like the world to look.
• They are sometimes called 10x goals or “moonshots.”
• No real knowledge of what resources will be required.
• May also roll over from quarter to quarter, or year to year "If you set a crazy, ambitious goal and miss it, you’ll still achieve something
remarkable.”
- Larry Page
0.0 0.1 0.2 0.3 0.4 0.5 0.6 0.7 0.8 0.9 1.0
We failed to make real
progress
Not great,
not terrible Success!
Committed OKRs
• Committed OKRs are goal-setting commitments
• They are things that an individual, team, or organization has agreed and committed they will be achieved
• Resources and schedules should be adjusted to make sure they get done
• When graded, the expected score for a committed OKR is 100%
Advice for Success
Start with Committed OKRs
till you’re ready for Aspirational.
OKR Common Mistakes
Objectives:
• Too many Objectives
• Low - Value Objectives
• Too easy to achieve
• Set it and Forget it
• Bound to bonuses and salaries
Key Results:
• Defined as tasks, not outcomes
• Not Measurable
• Too many Key Results (more than 5)
• You can’t achieve them
OKRs give your Team SUPERPOWERS!
Focus & Commit to Priorities
Superpower #1: Superpower #2:
Align and Connect for Teamwork
Track forAccountability
Superpower #3:
Stretch for Amazing
Superpower #4:
Achieving Greatness
Stephen Covey, Author
“The 7 Habits of Highly Effective People”
To achieve goals you’ve never
achieved before, you need to start
doing things you’ve never done
before.
Want to learn more about OKR?
www.agilepool.comJohn Doerr,
Chairmen of Kleiner Perkins
Questions?
Thank you!Контакти:
Следващо събитие:
Практични Agile проблеми и решения
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Email: [email protected]
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