Post on 27-May-2020
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Business Scorecarding
1. Methodology/background2. Scorecard process / details3. Examples4. Best practices
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….the urgent nearly always BEATS the important.
Flurry of daily activities.
Strategicobjectives.
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The Achievement Challenge
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• Little spotlight on priorities.• No system in place for tracking
success. • Lack of goal detail.• Too many goals.• Lack of accountability, teamwork
and motivation.• Limited team communication.• Resistance to new methods.• Low level of urgency.• Fear of failure.
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The Achievement Challenge
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Where OKRS Fit
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Vision/Mission
Strategy
Objectives
Activities/Tasks
Key Results
Long-term: 5-25 years
Mid-term: 1-3 years
Near-term: 3 months
Near-term: 3 months
Short-term: 1-30 days
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WHERE
HOW
Scorecarding Big-Picture
Discipline for setting, clarifying, measuring,
communicating, tracking and rewarding key goal
attainment.
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Mobile Screenshot from Goal Tracking App
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Owned by Department
ProgressComplete
Goal Aligned to Strategy
Defined Owner
Key Results with Dates
Real-Time Feedback
Date Due
Well Defined Objective
Anatomy of a Scorecard
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Types of OKRs• Departmental goals that need structure
– Implement new water meter project.
• Corporate improvement initiatives that effect all – Improve customer service ratings
• Lead Measures: Activities to track that effect other things.– Daily safety meetings, safety posters, weekly safety training to reduce injuries on the
job.
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Objective: • Install, test and launch new water meters to citizens by 9/1/17
Q1 Key Results: • RFP sent to market by 1/1/17• Select vendor by 2/1• Begin construction by 3/1• Phase I of customer communication on meters by 3/15
Actionable / Measureable
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Most of these tools do not track repetitive metrics, To-Dos, nor do they replace project management software.
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Other OKR Platform Attributes
• Recognition around company values.
• Feedback from team on OKR for improvement.
• 1-on-1s - monthly, quarterly or annual.
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MBOs OKRs
Timing Annual Quarterly or Monthly
Detail High Level Mid-level Steps
Target Usually Self-Focused Ind. & Dept-Focused
Inspiration Sets Bar Low Sets Bar High
Creator Management Collaboration
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OKR - Best Practices
1. Objectives are quarterly (near-term).2. All OKRs should have a number – dollar, percent or date. 3. Objectives are negotiated: manager (50%) employee (50%). 4. No more than 4 Objectives with no more than 3-4 KRs each.5. Set Corporate OKR first, then allow teams to collaborate on what
departmental OKRs should be.6. Draft new OKRs by 15th of month before quarter.7. Stretch goals – 80% win is great!8. Set appreciation and ORK feedback. 9. Promote broad visibility of OKRs.10. Establish cadence around scorecard updates. 11. Actively coach team to set time for OKR advancement.
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OKR Benefits
• Increased teamwork and morale.
• Increased productivity.
• Heightened accountability & focus.
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Employee Engagement
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Employee Like
Appreciation
Making a difference to the big picture
Know what’s expected
Consistency
Know if winning or losing
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An Organizational Culture of Excellence
What We Want What We Don’t Want
Achievement Stagnation
Consistency Disorder
Accountability Finger-pointing
Focus Scattered
Urgency Sluggish / Status Quo
Communications & unity Operating in Silos
Encouragement / Better Morale Negativity
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InnerComm Engagement
Group Training
Hands-on Workshops
Coaching to Form Habits.
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Consulting / Strategy
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