Goals & OKRs flow throughout the organization to ensure alignment of purpose, mission, and strategy alignment.

Why Cascading Goals & OKRS at Axelerant?

...

OKRs are short-term goals created quarterly that are split into two parts: Objectives and Key Results.

...

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.‍

...

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?

...

Though company-level goals might take a year or longer to reach, let's break them into sequential quarterly cycles for team-specific OKRs to make them less daunting.

...

• What changes can we make to move Axelerant forward? Pinpoint changes that must be made to progress the strategic purpose and mission.

• Why are these changes significant now? Evaluate the urgency and relevance of the goals. When the importance of an objective is not explainable, it's probably not a priority.

• What challenges are preventing us from achieving our mission? Identify every obstacle in the way to assess how realistic our objectives are.

• What's our team's role in helping achieve this objective? Start breaking down organizational objectives into the team and individual ones.

...

• How will we know if we're improving? Create measurable key results. It is an automatic fail when we can't measure a key resultimpact.

• What factors can we measure on a weekly, monthly, or quarterly basis? Decide which measurable metrics and scores demonstrate progress. For example, will we measure customer satisfaction by average or median rating? Which overall rating means we've met the target?

• What factors indicate we need to change our strategy? Decide which milestones highlight progress and which show our objective is at risk.

...

• 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.

...

A delivery team’s objective of selecting a customer survey practice might break it down into the multiple key result aspects results of research, assessment, selection, implementation, and retrospection.

...