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Goals & OKRs flow throughout the organization to ensure alignment of purpose, mission, and strategy.
Why Cascading Goals & OKRS at Axelerant?
As past goal setting and tracking has been disjointed, Axelerant’s clarity across the organization needs to be improved, especially in helping people know how they fit into and relate to the organization. With Leapsome Goals, we can readily create a picture connecting people, groups, and Axelerant.
Therefore, let us conceptually reconsider how organizational objectives cascade through Axelerant.
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Strategic goals are derived from Axelerant’s purpose and mission.
Organizational objectives descend from Axelerant’s strategic goals.
Departmental objectives relate directly to organizational objectives.
Group (team) objectives correlate with departmental or organizational objectives.
Individual objectives relate directly to group objectives.
Note: An objective might be the desired outcome of a level above.
Understanding Goals & OKRS
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Objectives build transparency and alignment, spreading the intent of working towards the same goal across the organization.
Warning: Objectives shouldn't be a simple expansion of something we've already mastered–they should be groundbreaking.
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Key results must be quantifiable, measurable, and balanced. They should guide, fuel, and not compromise our audaciousness.
Warning: Key results shouldn't be easy to reach; they should be meaningful enough to be celebrated when achieved. E.g., Is it worth pushing to #celebrate or #learn?
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What's our starting point? When having more than one objective, we must decide which to tackle first. We can do so based on importance or what's most doable.
Which are our highest priority initiatives? Consider which areas deserve more attention than others. We might focus on one objective because it's more challenging or requires fewer resources.
What is each team member responsible for? Help the team organize its initiatives and break down team objectives into individual ones.
Remember: OKRs must align with Axelerant's goals. Although team OKRs are scoped by their people, those OKRs require organizational alignment validation by the performance management team.
Bonus: In assigning ownership of team OKRs, you may create individualized goals and OKRs that extend support toward Axelerant’s growth and purpose.
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Keep OKRs in shape by regularly monitoring progress, making your goals an ongoing conversation, and recognizing every accomplishment. Praising team members and giving constructive feedback are excellent ways to engage everyone and keep OKR’s potential in mind.
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