{"id":13406,"date":"2020-09-11T15:42:36","date_gmt":"2020-09-11T19:42:36","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=13406"},"modified":"2020-09-12T21:54:27","modified_gmt":"2020-09-13T01:54:27","slug":"personal-okr","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/personal-okr\/","title":{"rendered":"Personal OKR: How to Create and Stick to Your Goals"},"content":{"rendered":"\n

What is a personal OKR<\/a>? Why should members of your team establish individual OKRs?<\/p>\n\n\n\n

Personal OKRs are<\/a> sets of goals established by individual team members, with the help of managers and supervisors. As opposed to check-ins, using the individual OKR system allows employees to each have measurable goals. <\/p>\n\n\n\n

Find out more about the personal OKR system. <\/p>\n\n\n\n\n\n\n\n

Start With the Executive Team and Upper Management\u00a0<\/strong><\/h2>\n\n\n\n

So how do you create personal OKRs? You can follow these steps to create personal OKRs that stick, and learn how to stick to them and help your team achieve their goals. <\/p>\n\n\n\n

Use the company\u2019s mission statement and strategic plan to create top-line OKRs. There are three reasons to start at the top, and to start small:<\/p>\n\n\n\n

  1. Executives and managers need to know their own OKRs before their direct reports can align their individual goals with those of the company. Often, organization-level key results<\/a> will trickle down the hierarchy, becoming the objectives of departments, who will then create their own key results to meet those objectives.<\/li>
  2. In the beginning, implementing OKRs won\u2019t be a smooth process. Work out the biggest kinks before you continue the rollout to other tiers. It may take several phases before you implement OKRs company-wide.<\/li>
  3. You need to establish buy-in. Employees won\u2019t commit to the process if their bosses don\u2019t publicly model and commit to it. Establish your own commitment first before asking for anyone else\u2019s. To this end, create your own personal OKRs, independent of your team\u2019s OKRs.<\/li><\/ol>\n\n\n\n

    Support the OKRs of Your Team and Direct Reports <\/strong><\/h4>\n\n\n\n

    If you think a departmental OKR is so important that it could use company-wide support, elevate it to a company-wide OKR. If you think a particular key result is at risk of not being achieved on time, elevate it to the level of an objective and give it its own key results to make the path to its achievement clear.<\/p>\n\n\n\n

    CFRs: The Tools of Continuous Performance Management<\/strong><\/h3>\n\n\n\n

    Just as OKRs are your tools for implementing Doerr\u2019s improved goal-setting system, CFRs are your tools for implementing a continuous performance management<\/a> system.<\/strong><\/p>\n\n\n\n