Mployee compensationbonuses That s fine I willing to give that a shot But doesn t actually say what a practical alternative should actually be He mentions that instead of combining performance reviews goals and bonuses into one group they should be 3 separate groups performance reviews feedback sessions goals OKRs bonuses bonuses which form part
of your judgement on whether to give bonuses or not ffectively taking the hard facts out of how compensation your judgement on whether to give bonuses or not Scala for Java Developers effectively taking the hard facts out of how compensation given and making it based on opinion Exactly why he says later in the book that annual performance reviews don t work because they re based on opinion2 The alarming issue is that towards thend of the book John very coyly mentions that BetterWorks software is helping companies adopt the OKR methodology The Qur'an, Morality and Critical Reason: The Essential Muhammad Shahrur effectively and that organisations should really think about what tech they can use to make sure OKR adoption succeeds in the business John fails to disclose at least during that chapter that he in fact is an investor in BetterWorks The book basically feels like a 280 page whitepaper written to desperately try to help BetterWorks get salesIf you want to learn about OKRs and how they work there s a great 50 minute YouTube video by Google about how they use them Save yourself the money and time and watch that instead Thisntire book is a sales pitch for a method of managing by objectives MBO There are many good points and some great Vermeer to Eternity examples but the book just drags on and on I feel like the book could have been 13 the size and not lost anything Some of the history of Intel and other companies was interesting to readspecially since those stories were told by the people that lived them There were valuable xplanations for what goes wrong with certain types of top down objectives and how to set up objectives that are measurable make people accountable and help keep people aligned One area I was hoping to see but didn
T Was An Exploration was an xploration what a measurement is In short any time you ask about something or talk about something you are measuring it In other words there is formal and informal measurement Another topic I was hoping to see was the odd phenomena of that which is measured improves I have found that So B. It even when there is no significant reward and there is no significant punishment for meeting a particular metric the mere act of measuring it regularly and giving that measurement visibility will still cause it to improve The book talks about the importance of objectives being visible but it is also important to keepveryones progress visible One particular gem Why the Intel 8086 processor architecture won over the superior Motorola 68000 I lived through that period in tech history and the book s first hand description from an Intel Cabaret executivexactly matched what I recall as a desktop computer designer As a long time management scholar 34 years in academia I have to say that this is one of the best books on management I have ver read A great deal of nonsense and hype has been written about organizational leadership But Doerr gets right to the core issue given that you have useful ideas how do you actually get. G propositions to fail fast And they needed timely relevant data to track their progressto measure what matteredDoerr taught them about a proven approach to operating xcellence Objectives and Key Results He had first discovered OKRs in the 1970s as an ngineer at Intel where the legendary Andy Grove the greatest manager of his or any ra drove the best run company Doerr had ver seen Later as a venture capitalist Doerr shared Groves brainchild with than fifty companies Wherever the process was faithfully practiced it workedIn this goal setting system objectives define what we seek to achieve; key results are how those top priority goals will be attained with specific measurable actions within a set.
characters Measure What Matters: How Google, Bono, and the Gates Foundation Rock the World with OKRsJohn Doerr arguably still the world s best known VC is at the point where he thinks it s time he handed down to the next generation the commandments as he perceives them to have been handed down to him by prolific author cum management guru in his own right and former Intel CEO Andy Grove and as perfected and imposed on hundreds of companies by himselfTo judge by the people whose testimonials he has drafted to bolster showcase the validity of his method Objectives and Key Results OKR for short he was clearly running out of time to do so sure the foreword for the book was penned by none other than Larry Page but Bill Gates and Bono are no longer red hot let us sayI did almost cry when I realized what Nuna means in Korean and how it relates to the name of one of Doerr s latest investments but the next Google OR SUN MICROSYSTEMS IT AIN T AND NEITHER IS Sun Microsystems it ain t and neither is made pizza And the main reason I almost cried is I read this on the airplaneFor a reason this is airplane readingTo wit and I uote from page 273Four Superpowers of OKRs1 Focus and Commit to Priorities2 Align and Connect for Teamwork3 Track for Accountability4 Stretch for AmazingContinuous Performance ManagementImportance of Culture Not something you d be want to be caught reading on terra firma then Or underground on the tube for that matter book starts promisingly Although OKR concepts are uite well known under different guises and Intel hadn t such a great reputation as a place to work ven when Andy Grove was the CEO there are some Interesting Ideas In The ideas in the few pages Unfortunately the book goes downhill with increasingly sugary language BTW we learn in the book that Intel the great champion of OKRs was beaten by a start up that supposedly didn t use OKR methodology This is the first time I have felt compelled to review one of the hundreds of books I have readJohn Doerr philosophy of Ideas are En plein coeur easy Execution is Everything is interwoven throughout this the book This is a reassuring theme of other books and I remembered this idea being put forward in Sir Ronald Cohen s OKR Objectiveskey results are uite obvious andasily The Bookshop on the Shore explained in a short blog postThe book basically just says prioritize take care of goal conflicts have some safe some stretch and limit your goalsNone of the stories tell what problem OKRs actually solved how the right OKRs where found and if OKRs made a difference at all The book does neither give a framework nor an actionable approach to triage the right things to measureIf the objective of this book is to help people utilizing OKRs in practice the key result is a spectacular failure So I already knew about OKRs before getting this book Our organisation tried to implement them a few years ago and failed I was hoping this book would shed some light on how to create implement and measure OKRsfficiently in a small business such as oursSadly the book fails to go into any depth about how to make the most important phase implementation possible There are also 2 concerns which really calls into uestion the practicalness and authenticity of the book1 John recommends that we separate OKRs from #1 New York TimesBestsellerLegendary venture capitalist John Doerr reveals how the goal setting system of Objectives and Key Results OKRs has helped tech giants from Intel to Google achieve Dance Real Slow explosive growthand how it can help any organization thrive In the fall of 1999 John Doerr met with the founders of a start up whom hed just given 125 million the biggest investment of his career Larry Page and Sergey Brin had amazing technologyntrepreneurial The Art of Memoir energy and sky high ambitions but no real business plan For Google to change the world orven to survive Page and Brin had to learn how to make tough choices on priorities while keeping their team on track Theyd have to know when to pull the plug on losin. Them implemented He goes into The Day Christ Was Born: The True Account of the First 24 Hours of Jesus's Life enormous detail about the use of the OKR s Objectives and Key Results which he introduced to Google He gives numerousxamples of how they should be used to achieve success Many case studies are described but the key point is tha I ve worked on the google campus for 11 years and have seen campus for 11 years and have seen hand the impact OKRs have had on the company John Doerr is single handedly responsible for bringing OKRs to Google He saw before anyone lse the transformative power Andy Grove s system from Intel could have at Google and this book is a great window into those arly days John does a great job showing how that arly presentation at Google set the stage for so much of the growth and success that came laterSome of the best parts of the book are the mini case studies from a variety of companies One of the biggest complaints I hear from founders about OKRs is that it works for Google because well Google is Google By letting you hear from founders in their own words from small startups to fast growth startups to non profits John makes it asy for the reader to model how OKRs could work at
Their Company It Scompany It s just Google Doerr shows how any ambitious outcome oriented organization can benefit from implementing OKRsAnyone who wants to understand what makes Silicon Valley tick will learn a lot from this book So many of the giants from the last fifty years are captured in these pages as relayed by John their commitment and ambition shine through John makes clear that they also shared an PostgreSQL Server Programming - Second Edition embrace of a simple framework for setting goals and communicating throughout their organization which should bencouraging for any founder who wants to know how to build similarly Integrity Restored: Helping Catholic Families Win the Battle Against Pornography effective organizationsDisclaimer a brief anecdote involving me is included in the book I didn t tell John I was writing this review ahead of time I bought the book last night and wanted to share my thoughts A great introduction to the origins of OKRs followed by manyxamples of how companies and a nonprofit used OKRs to improve organizational The Taste of Night (Signs of the Zodiac, effectivenessFor some weird reasons I did notnjoy reading the xamples very much Probably because of a mismatch between the book title and my xpectationsI was xpecting of a guide to defining great OKRs within an organization of a handbook or practical best practices kind of resource Such as how do you define KRs for a software development product How do you balance between top down and bottom up ideas in the OKRs definition process EtcIn the nd I felt that some of the The Road From Home: The Story Of An Armenian Girl examplesspecially the OKRs in some of the Exile and Pilgrim examples were lacking in terms of practical details They were like stories to demonstrate the versatility of OKRs And some of the KRs did not seem very measurable to meThe resources at thend was usefulOverall I felt that the book could have been concise and the resources at the nd could be laborated I ll summarize the book1Set goal Objective2Set tasks to achieve this goal key results3Make the tasks measurableThis is the OKRThere Saved you a few hoursInterseting stories about some successful companies other than that I got very little out of this. Time frame Everyones goals from Hannah Montana: The Movie entry level to CEO are transparent to thentire organization The benefits are profound OKRs surface an organizations most important work They focus ffort and foster coordination They keep mployees on track They link objectives across silos to unify and strengthen the ntire company Along the way OKRs nhance workplace satisfaction and boost retentionIn Measure What Matters Doerr shares a broad range of first person behind the scenes case studies with narrators including Bono and Bill Gates to demonstrate the focus agility and xplosive growth that OKRs have spurred at so many great organizations This book will help a new generation of leaders capture the same magi. ,