Phase 1: Vision Clarity & Annual OKR

2-4 week duration

• Vision Clarity
  • Purpose: Easily scale vision communications to the company
  • Method: One, half-day or full-day workshop with CEO (and selected key leaders as necessary)
  • Outcome: 2-6 page document with clarified Vision, articulating the desired future state of the organization in 3-5 years
• Annual OKR
  • Purpose: Translate long-term Vision into an annual strategic theme
  • Method: 1-2 workshops to ideate, discuss, and decide on Annual OKR with CEO (and selected key leaders as necessary)
  • Outcome: Clarified, measurable, Annual OKR with leadership buy-in

Phase 2: Quarterly OKR

2-4 week duration

• Quarterly Company OKR
  • Purpose: Communicate Company-level priorities for a single quarter
  • Method: One workshop to translate Annual OKR into Quarterly OKR with CEO (and selected key leaders as necessary)
  • Outcome: Clarified, measurable, Quarterly Company OKR with leadership buy-in; preparations to present Vision, Annual OKR, and Quarterly Company OKR to the entire company
• Quarterly Department OKR
  • Purpose: Empower key department leaders to intentionally contribute to the Quarterly Company OKR (including adjustments for seasonal demands across departments)
  • Method: 1-2 OKR Training workshops to skill up key department leaders to lead OKR setting conversations with their respective teams; establish approval process for key department leaders to present their Quarterly Department OKR to CEO and other key leaders.
  • Outcome: Clarified, measurable, Quarterly Department OKR with increased buy-in from departmental teams; all OKR approved by the CEO

Phase 3: Technology Implementation

1-2 week duration

• Technology Implementation
  • Purpose: Create a single-source-of-truth for setting, measuring, scoring, and reporting on OKR
  • Method: initial set up of selected technology with Quarterly Company OKR and Quarterly Department OKR; assignments to accountable parties; 1-2 group training sessions on selected technology to skill up any employee; set up reporting cadence; internal technology champion ready to support internally
  • Outcome: Selected technology is ready to measure and report on OKR; employees are confident and ready to report in selected technology

Phase 4: Execution & Measurement

Continuous, after Phase 2 is completed

• Weekly OKR Review / Monthly OKR Review
  • Purpose: Intentional check-in to sync on macro and micro OKR progress for CEO and key leaders
  • Method: Twice-per-month facilitated workshop to celebrate success, measure progress, identify and lift bottlenecks, and iterate on the performance system; attendee surveys sent out prior to the session to customize the agenda to best fit the needs of the group
    • The final OKR Review of the quarter is used to score OKR and conduct a retrospective.
  • Outcome: Increased probability of achieving OKR