Welcome to our collection of writings. You'll find our thoughts about Objective and Key Results (OKR), narrative communication, and leading through conversation here.
It was our great joy to be able to bring System Work to India. This writing aims to cover the feedback and learning we got when running the 2-and-a-half-day course.
We are glad to announce that we completed a second public run of our System Work course in August. This wouldn't have happened without all the kindness we received.
Concluding our 1st public run for System Work is a milestone for us, considering how long we've been trying to make it happen. This writing unpacks what happened during the course, including the feedback we got from the participants.
How might you apply your reflection to do better in the future?
Why hitting the pause button at work is necessary
In any of our clients’ engagements, we often encountered resistance when introducing OKR.
My company has been making money every year. It’s profitable. Why would I need to implement OKR?
The thought of doing something different for the first time might seem daunting. How can you encourage yourself to take the first step?
Adopting the OKR practice means we're building a new habit. But, how does habit formation actually work?
Our role as a coach, not a consultant, often encouraged us to ask questions, even when answering our clients' own questions.
One alternative to better facilitate a meeting is by having a clear distinction on the roles that the facilitator can assume.
Two simple questions to find out whether your teams are aligning their work with each other.
Three distinct elements: bi-weekly, individual, and cadence. Let's examine what it means separately and combined.
How to write an Objective that’s inspiring for you (or your team)? One alternative is by following these dos and don’ts.
Take a look at some examples of Key Results: before and after the coaching process. Do you see the difference?
When more people in the company adopt OKR, you'll notice a new way of working emerges.
How do you know whether the OKR practice is a good fit for you or your team?
How would an unachieved KR affect your planning for the next period?